The best way to grow your company is by focusing on growing your people. That means having a clear understanding of where you are, where you want to go and in what time frame. The next step is ensuring you have the right people in the right roles doing the right things to achieve your growth objectives. This process includes obtaining a complete understanding of the role and assessing your existing employees. The following will provide an overview of how you should do this.
1. Determine how success will be defined in the role. To help you with this, we created the Peak Performance Profile, a job description that allows you to determine the required Tasks, Results, Knowledge/Skills, Traits and estimated percentage of time spent working on those tasks, for any given role.
2. Assess the employee in that role against the P3 you created. You should also use various assessment tools, such as the MPO personality profile or the OMG sales skills and knowledge assessment—the more data you have on an employee, the better—then use the results of those assessments along with any prior performance data to determine where they are strong and where they are weak.
3. Use the following Employee Troubleshooter Flow Chart, as shown below. Begin at the first question in the box at the top and begin working your way through the chart.
In this first section of the chart, you must ask yourself, is there is an easy fix for the problem? This section involves questions such as Is the problem worth solving?,Are the resources adequate? and Has the employee improved?
The second section seeks to determine employee motivation (or lack thereof!). In this section, you should ask questions such as Does the employee avoid the desired behaviors?,Is poor performance being rewarded? and Are the desired behaviors and performance being recognized and rewarded?
Working your way down through the chart, the third section brings you to the question, does the employee know how to perform the required tasks of the job? Ask Have they performed this task in the past? and How often must they utilize this skill?
In Section 4, you should ask yourself, does this personhavethe potential to change? Can the employee improve or is it a lost cause?
If there is potential to change, you move to the last section, Section 5 of the chart: Provide Training.
If you have any questions on how to utilize the P3 or the Employee Troubleshooter Flow Chart, please contact us at Mike@excelsiorp3.com or at 703.543.2041.