Are you confident that you know how your team is performing? For many people this may seem like a question that has a blindingly obvious answer. After all, many business owners pride themselves on knowing all of their team’s strengths and weaknesses. For some it may be based on relevant KPI’s. For many small business owners it can be more of a got feel based on observations around work ethic and attitude.
Define your company values.
It is essential to define how performance is being measured in your business. Whilst most people are aware of the importance of setting KPI’s , there is less awareness of the importance of alignment to your company’s values. Let’s take a look at how combining performance with alignment to company values gives you undisputable actionable insights in relation to managing team performance.
Defining your company values is a crucial first step. It sounds obvious but is often overlooked. It is especially relevant to clearly define what a high or low performance actually looks like in relation to the various roles within your business.
There are four key categories into which an employee’s performance can be placed.
- Low Performing Not Aligned To Company Values
- Low Performing & Aligned To Company Values
- High Performing Not Aligned To Company Values
- High Performing & Aligned To Company Values
If asking teams to self evaluate it is important to bear in mind that people tend to under score their own performance . This is due to a common fear of being asked to justify it.
Once you have evaluated how well your team is performing and their alignment with your company values, it is time to take action.
Low performers who are NOT aligned to your company’s values.
Turning performances like this around usually requires a lot of time and resources. Individuals in this category can be a negative influence within a team and can hold back progress. Hence, it is important to address this sooner rather than later.
Low performers who ARE aligned to your company’s values.
It is not all bad news in relation to low performers. Those that are well aligned to company values are a different proposition. A number of factors may cause this. The good news is that they can be easily addressed. Sometimes people in this category may have been over promoted or promoted without adequate training. Low performing well aligned staff are usually popular with both colleagues and customers. Some additional direction, feedback or training can be enough to improve their performance.
High performers who are NOT aligned to your company’s values.
People in this category often cause a dilemma. What do you do with a star performer that has maverick tendencies? Perhaps they don’t gel with the wider team? In this scenario one option is to coach somebody into alignment with your company’s values. Another option is to allow these people to work in a way that they are happy with. They might prefer to work alone separate to colleagues. It is important that as business owner you are happy with the outcome.
High performer who ARE aligned to your company’s values.
Finally, these are the people you must keep highly engaged and developing. They are the future leaders of your business. They will respond well to being reminded of their importance. Also, they will benefit from exposure to strategic planning discussions with senior management and director’s. In an increasingly competitive recruitment market these are the people who will attract interest from eager recruiters. You don’t want to lose great people like this from your team.
At ActionCOACH Ireland, we offer a range of employee engagement, business growth and leadership programmes. Leave your details in the below form if you would like to discuss how these programmes can ensure your team realises their full potential.