Too often we go through the process of recruiting and replacing employees when the ones we have got NOW really are the ones we should be helping. Line managers induct individuals poorly, and then they continuously interfere and do not do enough to understand how individuals learn.
President Ronald Reagan once said “Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.”
Every person that I have ever met or spoken to never goes to work to do a bad job. It is nearly always down to what we do to them in our employ. We all want productive / happy employees.
Here are some of the key things to look at.
- Do all employees have clear job roles and objectives?
- Are there clear guidelines for authority levels, responsibility and accountability in the role? Does the business have a culture of trust in place?
- Have all employees undertaken a learning styles questionnaire, or psychometric test to ensure future learning matches the correct learning method?
- Are there clear performance indicators for the role and are they measured on an on-going basis?
- Is there a clear performance management programme in place?
- Is there common understanding of how value is added in the role?
- Do the managers have the competence / development for the role they undertake?
- Are there programmes designed to make managers more useful?
- Are the compensation / reward systems in place and used fairly?
- Are there monitoring methods in place?
The above are not by any means exhaustive or even meant to be a simple checklist, but an indicator that some employees with good faith initially turn up to work, find themselves faced with a workplace that meddles and fiddles until the employee becomes demotivated and as a result, their performance is poor.
What is your workplace like?