Identifying Employee Performance Problems - Part 2
In Part 1, we discussed employees with performance problems and how to identify what kind of problem you're dealing with (capacity, environmental, training, motivational).
Now that you know what type of problem you're dealing with, it's time to determine the competency level you're dealing with. Here are the four levels of competency:
1. Unconsciously Incompetent
This means the employee is doing a poor job and IS NOT aware of it - he may even think he's doing just fine. When dealing with this employee, do not confront him with the fact that he is doing a poor job because he is likely to get defensive and angry. Instead, start asking questions as to why he is doing something a certain way, and coach him on ways he can improve his performance or productivity.
2. Consciously Incompetent
This means the employee is doing a poor job and IS aware of it. He may ask for help or more training. This employee wants to learn and is open to training so spend the time to make sure he is thoroughly trained and understands what to do.
3. Consciously Competent
This means the employee is competent, but needs to think before making decisions. He may be a good employee but works slowly. He may need more training or more practice before he feels proficient and productive. Be sure to give plenty of feedback to this employee.
4. Unconsciously Competent
This means the employee is able to do just about anything you give him, and do it well. He is a go-to person that likes a challenge. This is typically not a problem employee unless you take advantage of his expertise and ability to work with little supervision and training. If he feels he's being taken advantage of he may start slacking on the job or find another employer that will treat him with more respect.
Now that you know what type of problem you're dealing with, it's time to determine the competency level you're dealing with. Here are the four levels of competency:
1. Unconsciously Incompetent
This means the employee is doing a poor job and IS NOT aware of it - he may even think he's doing just fine. When dealing with this employee, do not confront him with the fact that he is doing a poor job because he is likely to get defensive and angry. Instead, start asking questions as to why he is doing something a certain way, and coach him on ways he can improve his performance or productivity.
2. Consciously Incompetent
This means the employee is doing a poor job and IS aware of it. He may ask for help or more training. This employee wants to learn and is open to training so spend the time to make sure he is thoroughly trained and understands what to do.
3. Consciously Competent
This means the employee is competent, but needs to think before making decisions. He may be a good employee but works slowly. He may need more training or more practice before he feels proficient and productive. Be sure to give plenty of feedback to this employee.
4. Unconsciously Competent
This means the employee is able to do just about anything you give him, and do it well. He is a go-to person that likes a challenge. This is typically not a problem employee unless you take advantage of his expertise and ability to work with little supervision and training. If he feels he's being taken advantage of he may start slacking on the job or find another employer that will treat him with more respect.
Here is How to Train Your Janitorial Supervisors to be Great Leaders
Are you tired of promoting employees into janitorial supervisor positions only to be disappointed by their poor performance? Do you wonder why your best cleaners don't make good supervisors?
This is a comprehensive series of 7 videos for training janitorial supervisors. There is over 2.5 hours of content here and they will never remember it all if you try to do it all at once. Break it up and do a little each week over time, or schedule it out over a couple months.
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