{"id":4032,"date":"2015-01-11T20:45:17","date_gmt":"2015-01-12T04:45:17","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=4032"},"modified":"2015-01-11T20:45:17","modified_gmt":"2015-01-12T04:45:17","slug":"performance-issues-workplace","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/performance-issues-workplace\/","title":{"rendered":"Performance Issues in the Workplace"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/performance-issues-workplace\/attachment\/performance-2\/\" rel=\"attachment wp-att-4033\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-4033\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/01\/performance.jpg\" alt=\"performance\" width=\"446\" height=\"500\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/01\/performance.jpg 446w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/01\/performance-267x300.jpg 267w\" sizes=\"(max-width: 446px) 100vw, 446px\" \/><\/a>Joe had always been a strong performer, but in his new role he really seemed to be slacking off. His boss, Hannah has tried to coach him, but he\u2019s not improving. It\u2019s not helping that he gets so defensive. She\u2019s starting to think she made the wrong selection. It\u2019s disappointing because he had come so well recommended.<\/p>\n<p>Joe\u2019s feeling completely overwhelmed, but he\u2019s afraid to tell Hannah. He has a reputation for being a quick study, but for some reason he was just not getting this new role. His embarrassment shows up as aggression, and the downward spiral continues.<\/p>\n<p>The problem is that when Joe and Hannah talk, they\u2019re working on the wrong issue. She reprimands the disengagement and the aggression. If she dug deeper, she would learn he needs more training to do the role well. Joe\u2019s scared to tell Hannah the truth, particularly now that she\u2019s started to \u201cdocument\u201d the issues. He\u2019s already started looking around for a job in another department which just proves he\u2019s disengaged.<\/p>\n<p>\u201cWill or skill&#8221; is an insufficient question when addressing performance issues. This model works okay if the manager can Identify the problem as a simple\u00a0&#8220;skill&#8221; issue. Just train, coach, or assign a buddy. But the &#8220;will issue&#8221; answer often begins a slide down a slippery slope of assumptive questions:<\/p>\n<ul>\n<li>Why doesn&#8217;t he care?<\/li>\n<li>How can I motivate him to do more?<\/li>\n<li>I wonder how long I have to document all this before I can fire him?<\/li>\n<\/ul>\n<p>Once you label someone as disengaged, it&#8217;s difficult to see him or her any differently. The truth is the percentage of employees who &#8220;just don&#8217;t care&#8221; is actually very low in most organizations.\u00a0I find that what looks like disengagement often stems from the confidence\/competence cocktail.<\/p>\n<p><strong>The Confidence Competence Model<\/strong><\/p>\n<p>The next time you&#8217;re dealing with a performance management problem, try starting with the lens of confidence and competence.<\/p>\n<p><strong>High-Competence\/High-Confidence: Challenge Me<\/strong><\/p>\n<p>This could be an employee\u00a0in the perfect sweet spot of positive energy and flow, or may be becoming a bit bored and longing for more. At best, they&#8217;re your A players, although the high confidence\/competence combo can sometimes manifest itself in feelings of superiority, particularly if the rest of the team is weak.<\/p>\n<p><strong>High-Competence\/Low-Confidence: Encourage Me<\/strong><\/p>\n<p>The good news is you&#8217;ve got skills to work with. The low confidence may appear as disengagement, but don&#8217;t be fooled. Try these\u00a0<a href=\"http:\/\/letsgrowleaders.com\/authenticity-transparency-trust\/7-ways-to-build-confidence-in-your-employees\/\" target=\"_blank\" rel=\"nofollow\">confidence building techniques<\/a>\u00a0to encourage her to reach her full potential.<\/p>\n<p><strong>Low-Competence\/High Confidence: Coach Me<\/strong><\/p>\n<p>This employee needs help seeing his strengths and developmental opportunities more clearly. Offering feedback through\u00a0<a href=\"http:\/\/letsgrowleaders.com\/authenticity-transparency-trust\/a-360-feedback-tool-you-can-do-yourself\/\" target=\"_blank\" rel=\"nofollow\">360 assessments,<\/a>\u00a0specific examples, and coaching will help bring his skills in-line with his self perceptions.<\/p>\n<p><strong>Low-Competence\/Low Confidence: Teach Me<\/strong><\/p>\n<p>This chicken or egg situation is still potentially solvable. Train and teach the skills she needs for success in the role. There may also be a skills miss-match, have deeper development conversations to determine if there is a better fit for her within your organization<\/p>\n<p><strong>What About Joe?<\/strong><\/p>\n<p>In Joe\u2019s situation, his confidence and competence were shaken. Fortunately, his long track record of success likely means he could easily recover with a bit of teaching and encouragement.<\/p>\n<p>Hannah could start by asking open-ended questions to get to root cause. Once she identified the training need, she could help there, and then provide encouragement to boost his confidence along the way. Helping him to remember how he got through other learning curves would be a good start.<\/p>\n<p>Consider the members on your team. Where do they fall on the competence\/confidence continuum? Where do you fall?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Joe had always been a strong performer, but in his new role he really seemed to be slacking off. His boss, Hannah has tried to coach him, but he\u2019s not improving. It\u2019s not helping that he gets so defensive. She\u2019s starting to think she made the wrong selection. It\u2019s disappointing because he had come so [&hellip;]<\/p>\n","protected":false},"author":2913,"featured_media":4038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[18],"tags":[33,70],"class_list":["post-4032","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-advice","tag-management-advice","tag-performance-evaluation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Performance Issues in the Workplace - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/performance-issues-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Performance Issues in the Workplace - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Joe had always been a strong performer, but in his new role he really seemed to be slacking off. 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