Employee performance is one of the trickiest parts of management.
What’s the best way to improve an employee’s performance? How should we handle performance evaluations? And who is responsible for performance management, anyway? Is it the HR manager, the employee’s manager, or someone else entirely?
Every good manager has wrestled with these questions at one point or another.
Let’s take a step back and look at why improving employee performance can be so difficult.
Improving Employee Performance is Tough Because People are Complicated
Can you solve a problem if you don’t understand it? No…and more often than not, we don’t understand the causes behind employee performance.
Who can blame us? People are complicated!
It’s hard to know what truly drives, motivates and inspires someone, let alone in the workplace when we are each busy with our own responsibilities. However, we can’t improve our employee’s performance until we understand the drives and needs behind their workplace behavior.
Traditionally, we resort to guesswork and awkward, stilted conversations when addressing employee performance. We ask someone what would help them improve, what’s going wrong, or what they’re missing. Next, we do our best to accommodate those needs and set goals to motivate the employee to improve.
And then nothing happens. Or we see an improvement…but fall back to square one within a few weeks. We see this happen time and time again in business.
Unfortunately, these efforts are often built on a misunderstanding of the situation.
Common Roadblocks to Improving Employee Performance
Perhaps the employee feels uncomfortable being fully transparent. For example, they might not feel comfortable sharing issues they have with management.
In other situations, they might not have the self-awareness to accurately identify the problem. Conversely, managers might not have enough self-awareness to understand how they themselves are creating roadblocks to stronger performance!
Lastly, the problem might be a poor alignment with the company or role. In this case, our ability to improve the employee’s performance is limited.
The best–case scenario here is typically to switch them to a new position or let them go. However, it’s often hard to identify when we should work to improve the employee’s performance, when we should switch them to a new position, and when we should just let them go.
The Answer to Employee Performance Lies with People Analytics
It’s incredibly difficult to efficiently and accurately gain an understanding of workplace behaviors through simple conversations, interviews, or discussions. People analytics provide a highly-effective solution to the problem of employee performance.
With cutting-edge behavioral assessments, we can quickly gain in-depth, accurate insights on the core drives and needs of an individual. This helps us understand the behavior behind employee performance issues. Here at Qualigence, we use the assessments provided by the Predictive Index.
These assessments can be completed in as little as six minutes and are accompanied by comprehensive write-ups that explain an individual’s natural strengths, needs, and drives, as well as what they may struggle with in the workplace. In short, it’s a cheat-sheet to employee performance!
Understanding is the Key to Stronger Performance
Once we truly understand why someone is acting the way they are, we can inspire greater employee performance. When you understand the core of what’s driving someone’s behavior – what drives them to crush it, or what’s leading them to under-perform – we can adjust our management style to cater to their unique needs.
At the end of the day it’s all about inspiring our employees rather than simply motivating them. Motivation revolves around the carrot or the stick, both of which offer diminishing returns. By inspiring our employees, we light a fire inside of them to go on and crush their goals. It’s a holistic, long-term solution for boosting employee performance.
For some individuals, inspiration might come in the form of public recognition of their accomplishments. For others, that may be embarrassing. They might feel more inspired by a personal note acknowledging their achievements and the opportunity to take on more responsibility.
People analytics are your shortcut to understanding what someone will be inspired by, as well as why they are inspired by it!
People Analytics Are Just the Beginning
People analytics are just the start of the employee performance equation. You use these tools to gain an understanding of your team, but then it’s time to put that into practice by managing your employees accordingly.
If you’re looking to learn more about this topic, please contact us today. One of our performance consultants can give you a free demo of these behavioral assessments. In just a few minutes, this scientifically-validated assessment reveals a lot about yourself and your strengths in the workplace!
Give it a shot with absolutely zero strings attached.