In my last post, I shared the Hartman Performance Diamond as a model to think about the four key enablers to effective employee performance. Those were 1-Expectation Clarity, 2-System for Success, 3-Competence, and 4-Motivation.
When I conduct assessments to uncover why team members are not performing well, the most frequent breakdown I find is Expectation Clarity, which I recently covered. The next most frequent breakdown I see is in the area of Motivation.
Read MoreSometimes employees believe that they are taking initiative and being helpful by doing a little ‘something extra’. Their initiative and intentions are great! However, if the extra thing is something that doesn’t make any difference to you or your business, the employee can feel unappreciated when no one causes a fuss.
If an employee isn’t performing in the way they should - you may ask yourself if they know what is expected. Employers think this should be obvious or common sense. Unfortunately, common sense isn’t common. That is unless your employees grew up in the same neighborhood as you, were born in the same year, in the same birth order, with the same parents as role models, etc., etc..
Read MoreWe all have ‘that person’. You know, the one who can instantly make us anxious and wish we were anywhere else, doing anything else, but having to interact with him (or her). Interestingly, you may like or even love this person. Or, maybe not. Regardless, he has the uncanny ability to set off an unpleasant emotional response (aka, push the hell out of your buttons).
This mere fact alone might be reason enough to distance yourself from this person at all times. What happens though, when you can’t; when ‘that person’ is a colleague, employee, customer or God-forbid, a family member?
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