Is there a gap between what you want from your employees and what you’re getting from them? If so, you may be suffering from an employee performance gap. Usually performance gaps are caused by either a) a lack of interest or b) one or more obstacles preventing an employee from improving. But there are other options as well.
Here are a few common reasons why you might be experiencing a performance gap in your team, as well as some key ways to help bridge the gap.
Lack of Company Resources
When your company is short on crucial resources, it can be difficult for your employees to advance their skills. As soon as you notice performance issues, take some time to ask yourself whether your team has the resources required to meet your standards. Do they have access to the necessary systems? Is your computer software up to date? Always make sure that your employees have access to any equipment that they need before you start questioning their performance.
A Shift in Priorities
If you and your team agreed on performance objectives over six months ago, it’s probably time to revisit your goals. Sometimes you may feel as though your employees are underperforming when really all they are doing is trying to meet a goal that no longer exists. Or, similarly, they’re striving to meet a new goal that hasn’t been clearly defined yet. Take some time to help your team reprioritize their tasks on a semi-annual basis.
Too Many Cooks
Employees need strong managers to help delegate their projects, offer advice/support and provide supervision. However, sometimes having too many managers and/or supervisors to report to can result in unintentionally poor performance. When an employee is forced to consult with three or four different individuals before making any decisions, it’s inevitable that their productivity levels will decline and their overall performance will suffer. Try to reduce the ‘too-many-cooks-in-the-kitchen’ problem whenever possible.
For more great tips on how to bridge employee performance gaps, contact Sparks Group today!