Uses and Tips Managers can review this material prior to regular performance appraisal meetings, or prior to working with employees who are exhibiting performance deficits. Combine this card with our progressive discipline card since the two complement each other It can also be shared with employees to help them understand the process. Human Resources may want to make copies available to all supervisors or managers, or use this resource as a teaching tool in management seminars. When HR personnel are involved in trying to improve productivity, this is also a valuable guide to help them help others. Trainers, group facilitators can use this as a great take-away related to performance improvement, performance appraisals, productivity improvement. Or, it's possible to use the content on which to base a complete seminar on the topic. Deep discounts for the purchase of multiple copies make this an ideal purchase to share with managers, or learning group members.

Diagnosing Performance Problems - A Constructive Approach To Improving Employee Performance

Invaluable advice on how to diagnose and identify barriers to performance regardless of current employee levels.

No matter what level an employee is performing at, diagnosing performance deficits can improve performance painlessly. Learn how to do it.
Most employees work at less than the optimum, but despite a popular belief that performance problems or deficits are caused by employees, it's often the case that it is the system in which the employee works that is causing the problem.

Regardless of why an employee is less productive than desired, it's critical that a proper diagnosis be done of WHY there is lost productivity, before any remedial action can occur.

Diagnosis part of the performance management and appraisal process
Performance diagnosis should be a standard part of any performance appraisal or management process. Otherwise, what's the point? We want better performance and more productivity, and diagnosis precedes problem solving.

Diagnosing Performance Problems walks you through the entire diagnostic process so you can get to the real or root cause, all on two sides of a standard size 8.5 x11 inch card.

Content
What is unique about this is that we don't just focus on causes associated with the employee (attitude, skills, etc) but also discuss other important contributors to performance -- the system (environment) and manager. This focus on the three contributors to performance make it much more likely you can identify the real and complete causes of problem performance. Here's a summary of the sections:

• Overview - The Point of Performance Diagnosis
• Understanding Performance - What Causes Performance - A three pronged approach
• Diagnosis Step-By-Step (explains the steps and cycles of diagnosing performance problems so you can do a complete diagnosis, and use that information to create an action plan to resolve the problem.
• Hints and Tips

Learn to identify result gaps, behavior gaps, examine the environment work system, and managerial contributions to performance, and identify employee based causes of sub-optimum performance.