When these situations occur, it\u2019s important to address when the missed objective is causing significant disruption to their, the team\u2019s, or to your performance and MUST be corrected.<\/p>\n\n\n\n
This is about attempting to stop destructive behavior and improve positive behavior BEFORE you are obliged to contact HR.<\/p>\n\n\n\n
Here is a simple framework you can use to prepare to deliver feedback around performance problems. In a moment we\u2019ll talk about what the Agreement gate entails.<\/p>\n\n\n\n First off, you need to be VERY clear about why you are having this discussion. This is NOT the time to start with \u201cplusses\u201d or general positive comments about the employee, which will likely make the person feel set up and possibly dismiss the problem you\u2019re about to discuss.<\/p>\n\n\n\n Name the issue; no sugarcoating here. THEN move quickly into sharing your specific observations.<\/p>\n\n\n\n Next, you describe the behavior, using quotable quotes and facts to outline the problem performance. In a previous blog I talked about the feedback acronym QBO \u2013 quote, behavior, outcome. This is a perfect time to use that feedback process because the Outcome is the Importance here. Why is it important to solve this problem. Now, here\u2019s where the Agreement Gate comes into play. We do not move past this step until the employee AGREEs that there is a Problem that must be Solved. Otherwise, you risk moving forward to improve the situation when you don\u2019t have agreement from the employee that there IS a problem. Good luck seeing change in that scenario.<\/p>\n\n\n\n This is a good time to get them involved in the discussion. Get their perspective; see if you can find out what the underlying competence and commitment issues are. You\u2019ll need to listen well and be flexible in your coaching style.<\/p>\n\n\n\n Once the employee understands that there is, in fact, a problem that must be solved, we begin to explore specific behavior changes which will correct the performance issue. <\/p>\n\n\n\n It is possible that you can involve the employee in the problem-solving discussion by asking THEM for their ideas on how to change the behavior in the future. When it\u2019s their ideas, they are more likely to implement them, which builds a sense of ownership.<\/p>\n\n\n\n Lastly, don\u2019t fall into the trap of being so relieved that they see the problem and are willing to fix it that you let them go before confirming next steps. Specific actions which are measurable are required, so establish SMART goals and expectations. Also, include the frequency of the feedback\/check back. Their development level and the severity of the problem will drive how frequently you check in.<\/p>\n\n\n\n Performance problems can be blips in the road if handled well. Taking a careful, thought out approach to addressing the situation can yield performance improvement as well as build trust. Tailor your coaching to each employee and situation to build self-sufficiency, competence, and confidence in their ability to execute effectively and drive performance.<\/p>\n","protected":false},"excerpt":{"rendered":" What do you do when your coachable moments are not enough to resolve performance problems?<\/p>\n","protected":false},"author":3,"featured_media":1194,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"883","footnotes":""},"categories":[23],"tags":[17,20,18,19,24,14,21],"_links":{"self":[{"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/posts\/1192"}],"collection":[{"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/comments?post=1192"}],"version-history":[{"count":2,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/posts\/1192\/revisions"}],"predecessor-version":[{"id":1244,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/posts\/1192\/revisions\/1244"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/media\/1194"}],"wp:attachment":[{"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/media?parent=1192"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/categories?post=1192"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/versabilityllc.com\/index.php\/wp-json\/wp\/v2\/tags?post=1192"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}![\"\"](\"https:\/\/versabilityllc.com\/wp-content\/uploads\/2022\/11\/Agreement-Gate.png\")
<\/figure>\n\n\n\n