The Shocking Truth Behind Poor Performance

“They’ve got a bad attitude.”  “They simply don’t have the skills to do the job.”  “They think they’re better than they are.”  “They just don’t understand me.”  “They don’t fit in around here.” “They must have problems in their private life.”

These are just some of the judgements that Managers may make when dealing with poor performance but what if instead of blaming people, Managers put their own management skills in the spotlight?

When Managers see employees as problems to fix they might be looking at the situation through the lens of a top-down, command and control leadership model. Even with good intentions, Managers that try to coerce others to share their worldview (or one that they have borrowed from their own Leaders) are unlikely to resolve any ‘performance’ issues that they encounter.  

If however, Managers take a moment to challenge what they think they know about performance management and make changes to the way they act, then they have a much better chance of turning around performance.