Why do we face so many problems with employee performance?

This is a question so many managers ask daily. The answer is quite simple:  Because you allow them.  As managers and leaders, the things we do, or do not do, say or do not say, affect the performance of our teams. Ask yourself,

1.       How do you communicate with your team? This will ultimately determine how your team relates to you. Have you built a positive rapport with your team members? Is there a connection? Without these you cannot influence behaviors.

2.       Do you avoid confrontation? If the answer is yes, you most probably avoid responding to issues as they arise. If we don’t address the problem, it will not go away. It will most likely grow and become chronic. This leads us into tolerance. When you tolerate unwanted behaviors, they will flourish and become the norm and accepted.

3.       Have you communicated clearly and simply what your behavioural expectations are? Is it clear to your team what the governing values are? Do you live by them as a manager?

4.       Are you laser focused on accountability? Do you systematically hold those in your team accountable? If not, why should they deliver consistent performance? To tolerate is to give consent. To give consent is to encourage.

5.       Does your team trust you? Have you demonstrated your reliability and credibility? Do you “Walk the talk”?

6.       Do you find yourself blaming the company’s culture for your team’s culture? Have you done everything you can to shape your team’s culture?

I find these are useful questions to ask when faced with team performance issues. Having answered these, we are usually better equipped to start working on the solutions.