Preventing Problem Performance
Preventing Problem Performance
Overview/Description
Obviously, one of the starting points for managing problem performance is to prevent it from becoming so. This is a general part of effective management, focusing on those aspects of the managerial task specific to preventing problem performance. This means employing an effective selection procedure that is based on an accurate identification of the job requirements, and then using the first period of employment to test out the effectiveness of the worker.
For established workers, if you want to avoid problem performance, it is essential for employees to see clearly what is expected of them. No employee can be criticized for problem performance when no one has explained to him or her the required standard of work.
But telling workers what is expected of them is not the end of the story. Performance management is an on-going process and, to be effective at it, a manager must be skilled in giving feedback, and aware of some of the common problems that most managers encounter in giving feedback.
Target
Audience
Managers, supervisors, project team leaders, and human resource professionals who need to deal with problem performance both informally and formally
Expected
Duration
4.5 hours
Lesson
Objectives:
Choosing the Right People
recognize the benefits of choosing the right people as a way of preventing problem performance.
analyze a given situation to identify job design factors that affect performance.
use selection techniques to prevent problem performance in a given scenario.
use probationary periods to prevent problem performance in a given scenario.