How to Improve Employee Performance

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How to Improve Employee Performance & Productivity:

How to Improve Employee Performance & Productivity Presenter: Kevin Poland

Purpose of Today’s Session :

Purpose of Today’s Session To improve employee productivity and performance Understanding why people don’t always perform up to your expectations W hat to do about it

People, Performance and Problems :

People, Performance and Problems

People: Where are You Now?:

People: Where are You Now? What employee productivity and performance issues come to mind? What would you say is the root cause of these issues? How do you currently handle these issues ?

Employee Engagement:

Employee Engagement According to a Gallup Organization study: 29% are engaged 54% are not engaged 17% are actively disengaged

Employee Engagement:

Employee Engagement

What is Employee Engagement?:

What is Employee Engagement? An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests. Source: Wikipedia

Why Improve Employee Productivity?:

Why Improve Employee Productivity? Business performance (growth) More effective + efficient = productive Money is lost through employee issues: Bad estimates P oor production or installation Missing deadlines Treat customers poorly

The Work Required to Grow:

The Work Required to Grow

What is Management?:

What is Management? Getting results through others When you do things yourself, you are a technician, when you get things done through others you are a manager .

Improving Employee Performance:

Improving Employee Performance Believe it…own it Learn how to improve performance Changing your own behavior

The Management Function:

The Management Function Your employees are your score card ; their success or failure reflects upon you A managers reason for being is to help their employees be as successful as you need them to be Part of your job is to improve employee performance

Management Training:

Management Training Most management training revolves around two main themes: Motivation & Attitude Your job is to make sure your people are happy and motivated and that they have a “positive” attitude.

Curing Performance Problems:

Curing Performance Problems T reating the problems or the symptoms? Trying to motivate Attitude adjustments Through money

Motivation & Attitude:

Motivation & Attitude Clearly both play a role in performance H ow can we use them to improve performance? Become an amateur psychiatrist?

Failing to Improve Performance:

Failing to Improve Performance B ecause your solutions are not related to the problems What are the real causes of employee performance issues? There’s a top 10 for that too!

Top 10 Reasons Employees Don’t Do What They’re Supposed To :

Top 10 Reasons Employees Don’t Do What They’re Supposed To Think their way is better Think something is more important Consequences affect performance Fear Incapacity Think they are performing Don’t know what to do Don’t know how to do it Don’t know why Obstacles

Perceptions vs. Reality:

Perceptions vs. Reality When asked “why people don’t perform?”…How did you answer? The majority of managers lead with putting the blame on the employee

Reason #1:

Reason #1 They think they are doing it If your employees have no idea how they are doing they have no reason to change Tell them… Behavioral Coaching: Feedback

The Magic of Feedback:

The Magic of Feedback Behavioral Coaching and providing effective feedback is the fastest and easiest way to improve employee performance.

Reason #2:

Reason #2 They don’t know what they are suppose to do and/or what is expected of them Four components to not knowing: What specifically to do When to begin When to end What “finished” looks like

Reason #2 Don’t Know What To Do:

Reason # 2 Don’t Know What To Do What should you do about it? Tell them; but h ow? Position Descriptions and Delegation Agreements

Reason #3:

Reason #3 They don’t know how to do it Show them How do you show them? Documented Systems + Training

Reason #4:

Reason #4 They don’t know why they should be doing it Why are we doing this work? or Why are we changing? Do they know the importance of their work? How it fits in to the big picture?

Reason #4 Don’t Know WHY?:

Reason # 4 Don’t Know WHY? What should you do about it? Tell them; Effective Communications Meeting Rhythm Inspirational Communications Staff Meetings Employee Development Meetings Behavioral Coaching

Reason #5:

Reason #5 There are obstacles beyond their control Remove them How do you do that? Daily Huddles & Employee Development Meetings

Reason #6:

Reason #6 They think your way will not work / think their way is better Convince them How do you do that? Documented Systems & Employee Development Meetings

Reason #6 Your Way Will Not Work:

Reason #6 Your Way Will Not Work Occurs when you are describing work from memory vs. operation manual If you are changing the work They must believe you… QUANTIFICATION

Reason #7:

Reason #7 They think something else is more important (unsure of their priorities ) Most jobs include a myriad of things that can be done at any moment in time

Reason #7 Something Else More Important?:

Reason # 7 Something Else More Important? How do your employees know what their highest priorities are? Tell them How do you do that? Effective Communications Meeting Rhythm

Reason #8:

Reason #8 C onsequences a ffect whether they do what they are supposed to do Behavior is a function of consequences Change the consequences and performance will follow How do that? Behavioral Coaching

Positive Consequences:

Positive Consequences Employee comes to you and says they are stuck or behind schedule. What do you do? Is this a positive or negative consequence for the employee? Positive Consequence

Negative Consequences:

Negative Consequences You go to your “best” employee and give her a big special project What do they do? Is this a positive or negative consequence for the employee? Negative Consequence

Reason #9:

Reason #9 Fear – they anticipate future negative consequences Change the consequences Behavioral Coaching

Reason #10:

Reason #10 Incapacity – personal limits Need the “Right” Person How do you do that? Systems: Recruiting & Hiring

Summarizing Today:

Summarizing Today Why do managers fail to improve performance? Their solutions rarely address the cause of the performance issue. When solving a performance problem where is the best place to start? The most obvious.

Review the Reasons:

Review the Reasons Think their way is better Think something is more important Consequences affect performance Fear Incapacity Think they are performing Don’t know what to do Don’t know how to do it Don’t know why Obstacles

What To Do About Performance Issues:

What To Do About Performance Issues Position Descriptions Delegation Agreements Documented Systems Effective Training Effective Communications Meeting Rhythm Behavioral Coaching

What Really Motivates:

What Really Motivates “Pay enough so that money isn’t an issue, then give your employees: high recognition autonomy , and the opportunity to learn and grow , and watch them excel.” http ://www.ted.com/talks/dan_pink_on_motivation.html

Your Opportunity:

Your Opportunity Grow your people (talent): Engaged employees Improved culture More effective More productive Improved employee performance Improved business performance

How Can We Help You Improve Employee Performance?:

How Can We Help You Improve Employee Performance? Position Descriptions Delegation Agreements Documented Systems Effective Training Effective Communications Meeting Rhythm Behavioral Coaching

How It Works:

How It Works You get: 7 live hours with our experts over 7 weeks, beginning May 29 Interact with other like-minded owners/executives Unlimited access ROI in improved employee performance and productivity Don’t delay! Early bird registration ends Friday! $499 (less than $75/session). After Friday, May 18, $699. Save $200, register today at http://bit.ly/JQJDi0

Contact Information:

Contact Information Kevin Poland CEO/CMO The R enaissance Group 813.636.9181 Kevin@RenaissanceConsultants.com http :// www.linkedin.com/pub/kevin-poland/b/b02/b1 @ Renaissance_Grp Training Registration - http://bit.ly/JQJDi0

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