Coming to grips with staff performance issues
What do we mean when we say “Underperforming?”
Below is an example of a tool we use when managers are particularly concerned about underperformance.
Assessing Performance, scale of 1-10, where 5 is just average
| Achieving results & outcomes – getting things done | _/10 |
| + | |
| Actions & behaviours | _/10 |
| + | |
| Fixing & improving systems/processes/resources | _/10 |
| + | |
| People management | _/10 |
| + | |
| Relationships with key other people | _/10 |
| + | |
| Adapting for the future | _/10 |
| = | |
| Overall Contribution by this person | _/10 |
If the Overall Contribution is less than 5, ask yourself how long you will put up with it before you take further action?
If 5, 6 or 7, get in straight away to bring them up to a higher level.
If 8, 9 or 10, consider yourself fortunate and look after them.