Employee performance problems frequently involve two related factors - engagement and motivation. People are motivated in certain ways, and careers require a certain set of motivators. When there's a good alignment between the two, employees are engaged. When there isn't, they arent. Sometimes the problem is that simple. Other times, factors such as emotional intelligence, decision making and behavior come into play.
When addressing an employee performance matter it’s important to explore two areas in the initial discussions – nature and impact. What is the nature of the problem, in what situations does it occur, what impact does it have on the organization and, ultimately, the bottom line. The last factor is extremely important to address.
To diagnose an employee performance issue we administer psychometric profiles to better understand how the person thinks, behaves, and is motivated. We can measure things like emotional intelligence, leadership and management attributes, and important factors associated with careers like sales, customer service, and financial services.
Once we get a good diagnosis, it’s then a matter of choosing a path forward. Sometimes training and development cure the situation. Other times it’s better to come up a more creative solution, like finding a better role for the employee, paring them with complementary teammate, or learning how to perform their current role by better using their strengths.
For more information, delve into our Employee Performance articles:
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