When the performance of an individual or team is being questioned, often the first solution tried is training. But is this right? Does the approach of “train them to get better performance” hold up? Or has it been this approach which has caused the value of training to diminish in the eyes of many in business?
One tool which can help us identify the appropriate solution is known as the Performance Analysis Quadrant. This should be a standard tool in the toolbox of every organizational development specialist, coach, change agent, line manager and Human Resources professional.
It is based on the answers to two basic questions:
- Does the employee have adequate job knowledge?
- Does the employee have the appropriate attitude to perform the job?
For each of these questions give a score of 1-10. where 1 is low. 10 is high. It is best to avoid giving scores of 5 or 6. be bold. are they a 4 or a 7?
Then plot on the grid or quadrant below to identify the most probable solution.
Performance Analysis Quadrant (PAQ)
Low-Low – Then look to Selection. If the employee lacks the job knowledge and the desire to do a good job in this role, then a role transfer and a replacement should be the considered solution
High-High – The review the Resources, culture and environment.If the employee knows how to do the job and has the desire to do a good job. It suggests there is an issue with the resources to complete the job well, or that the management in the area is not suitable. It could be a culture thing too. Is the team leader or manager using the most appropriate situational leadership style?
Training only works when there is a high level of motivation and low level of job knowledge. It does not matter how well the training is designed. If the person does not want to perform. Training will not help.
Providing training. Be that one-to-one coaching or classroom. the method dosen’t matter. It needs to be the right tool for the job.