Author Topic: Understanding performance problems  (Read 587 times)

bbasujon

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Understanding performance problems
« on: June 24, 2012, 04:39:42 AM »
Identifying and understanding performance problems is probably the most difficult part of a supervisorís responsibilities. With appraisal season around the corner, this is a major task for supervisors.

Appraisal season is round the corner. HR people are busy preparing for it and employees are busy collecting data to show what they did during the year and how much they achieved. But thinking about performance appraisals, are they just about annual compensation revision? No, they are not. Performance appraisals are supposed to identify individual performance problems and put in place plans to improve upon these for the benefit of the company and the individual. Performance problems can be broadly classified into 5 categories listed here.

 

    Skills: Inability to perform a task successfully can be due to the lack of required skills. Many a times, hiring managers fail in assessing the skills of a candidate properly and this forms the basis of performance problems. However, this issue can be rectified through proper training and guidance.

 

    Aptitude: Aptitude is related to the ability to do a certain kind of work. It differs from skills in the sense that an individual may have the required skills, but the aptitude to perform the task may be missing. Poor aptitude for a task means that the person may never be able to perform well at that particular task, even if provided complete support. It is therefore better to shift such a person to another department where his/her skills and aptitude can be put to better use.

 

    Will: Some issues  crop up when the individual is not motivated enough to put in efforts to complete the task. Sometimes, there may be some motivation, but not enough support for the task to be completed successfully. At times, such issues may also be related to grudges the candidate has against supervisors or the organisation. In such cases, it is necessary to understand the motivational factors and problem areas and take measures to correct them.

 

    Lack of understanding: If the person does not clearly understand what is expected out of him/her in terms of performance, productivity and output, issues are bound to crop up. Such issues can majorly be credited to communication problems and lack of expectation setting. These kind of problems can be handled through establishing proper communication mediums and setting clear expectations.

 

    Outside factors: The above mentioned factors were intrinsic to the company and can be handled within the organisation. However, there are some other problems that cannot be solved within the company. These kinds of issues include health issues, personal problems etc. In such cases, the maximum a supervisor can do is talk and understand the problem and give probable solutions to the issue.

 

Most of the performance problems can be classified under one of these categories. But the major task again is finding solutions to them. Different individuals have different kinds of issues and only careful analysis can help you solve the problem. Support and cooperate and you are sure to solve the problems and get better productivity from your team.