Ever hit a roadblock with improving employee performance?
If you’re like other company presidents & hiring managers out there, you may have found yourself saying some of the following at one point or another:
Here are 3 questions to ask to help clear the roadblock.
Jim Collins, writes in the book Good to Great, about getting the right people in the right seats on the bus before doing anything else. With that in mind, leaders can better discern whether to replace, develop, or move employees into different positions within the company.
When should I REPLACE an employee?
If the employee does not seem to have the attitude, will, and drive to improve performance and/ or not a cultural fit, it is time to think about replacing that employee. You can train & develop skill, but not their will. Will and attitude is a self-made choice. Attempts to move an employee who is not a cultural fit into a different role within the company often fail to solve the issue.
When should I DEVELOP or MOVE an employee?
There are some employees that are a cultural fit, and have the attitude, will, and drive to succeed, but still struggling to improve performance. If this is happening, it could be time to decide what kind of training & development they need to improve knowledge & skills or think about putting them in a different role altogether. This could help you leverage an employee’s strengths based on their natural tendencies, behavior and competencies.
Knowing which of these 3 paths to take with employees is critical to improving employee performance and setting your employees up for success. High performing companies know that having the wrong employees on the bus, in the wrong seats, or in the right seats but, underequipped can be costly. It could also negatively impact clients, culture and your bottom-line.
If you’re like other Company Presidents we’ve worked with, you may be asking, “how do we measure things like ambition, drive, work-ethic and initiative?” Or, “how do we know what an employee’s natural tendencies and strengths are so that we can place them in the right role?”
The good news is that there are tools, resources and expertise available to help you crack the code on employee performance. The bad news is there are also many advertised tools or self-proclaimed gurus that misinform companies about managing talent effectively.
Want to learn more? Contact Concentrus Training for more info on this topic.