Why Can’t Managers Manage Poor

Performance?
The answer is …

1. They don’t see why they should (importance)

2. They don’t know what is causing the poor

performance

3. They don’t know how to address it

4. They don’t have time

1. They don’t see why they should

 It is difficult giving bad news (particularly when

you don’t know how)
 The lack of appreciation of the impact of one
poor performer on the organisation
The role of the manager

“Select a person, set expectations,

motivate the person and develop the
person.”
Marcus Buckingham
What happens if you don’t manage
performance?

 No clear objectives and direction

 No feedback to get people back on track
 Low levels of training & dev (because it
wasn’t identified in the first place)
 No objective link between effort and
reward
 Low morale
What to do?

 Clarify what you expect of your managers

 Measure them on how well they manage their
team and the performance of their team
 Educate them on the consequences for the
business if poor performance is not addressed
(Think lost sales, high waste, customer
complaints)
2. They don’t know what is
causing the poor performance

“Most people spend more time and

energy going around problems than
in trying to solve them.”

Henry Ford
What exactly is performance?

Performance takes into account -

 The quality of the work produced (attention to
detail)
 The approach to work (behaviours)
 Work habits (e.g. lateness, gossiping)
 Deadlines and targets achieved
So why don’t people perform?
 Can’t

 Won’t
Can’t and Won’t explored…
Can’t Won’t

 Lack of clarity  I can not be bothered

 Don’t have the skill
 Don’t have the right REASONS?
tools
 The environment is not Bored & dislike job/
right (systems, manager or
processes, culture)
‘I just can’t be bothered’
 Personal issues
What to do?

 Have a simple appraisal process that helps you

to set expectations, review progress, provide
an annual review and link effort to reward.
3. They don’t know how to

Quite simply we avoid doing what we do

not know how to do!

Think tax returns, cooking a gourmet meal,

fixing that gutter etc
Technical Expert vs. Manager
Manager skills now include –
 Setting objectives and direction
 Reviewing performance
 Recruiting
 Coaching/ training
 Motivate
 Industrial relations
 Partner and influence

No wonder managers struggle!

What to do?

 Have a system
 Train your managers
4. They don’t have time

Quite simply we don’t find time for those

things that we do not know how to do!

Did you find time to watch you favourite TV

programme in the last week?
What to do?

 Clarify what you expect of your managers

 Measure them on how well they manage their
team and the performance of their team
Food for thought

“Of all the things I've done, the most

vital is coordinating the people who
work with me and aiming their views
at a certain goal.”
Walt Disney
What next?
 Training your managers!!!!