20 Positive Ways to Confront Poor Performance
Lousy leaders whine about mediocrity, but, can’t or won’t have tough conversations.
Excellence is a function of confronting performance issues.
People either rise up or, eventually, they leave.
Exceptional organizations consist of exceptional people. Talent develops when poor performance is confronted.
6 Reasons performance deteriorates:
- Resentment, anger, and getting even.
- Over-work and over-commitment.
- Lack of clear direction.
- Unmatched skill-sets.
- Distractions from meddling bosses.
- Organizational culture that accepts mediocrity.
20 Ways to confront performance issues:
- Begin with the person not the performance. People aren’t machines.
- Manage your emotions. Your feelings are obvious.
- Act quickly. Delay invites mediocrity.
- Never allow a first conversation to be an accusation.
- Choose engagement over compliance.
- Become a partner not superior.
- Commit to their success or begin the process of setting them lose.
- Assume responsibility. Blame invites defensiveness. Own your responsibility to develop their best.
- Use “I” more than “you.”
- Ask them to assess their performance, first.
- Don’t use job descriptions as a crutch. Official documents create distance not connection.
- Explain their unique and essential contribution. Describe how declining performance lessens meaningful impact.
- Speak hard truths optimistically. “You have more in you.”
- Avoid adversarial tones and terminology.
- Explore “with” before explaining “to.” You don’t know the whole story.
- Don’t rely on leadership by decree. Disconnected leaders use pressure. “This is going to stop.” Coercion leads to manipulation which leads to deception.
- Connect. The more difficult the conversation the more important connection becomes. Authority and position hinder connection.
- Describe failure kindly but clearly. Pulling punches leads to mediocrity.
- Define the win.
- Develop a clear path forward. Talk more about the future than the past.
I recently had a “you fell short” conversation. When it ended they said, “I’m encouraged.”
- Compassion coupled with high expectation.
- An established relationship of trust.
- Respect for their talent and contribution.
- Optimism about their future.
- A clear path forward that included opportunity.
How can leaders confront poor performance successfully?
Which of these ideas is most important to you? Why?