Finding Solutions to Performance Problems

The final feedback stage of performance management involves identifying ways to improve performance. The most effective way to improve performance varies according to the employee’s ability and motivation. In general, when employees have high levels of ability and motivation, they perform at or above standards. The type of action called for depends on what the employee lacks. When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback.

Managers with an unmotivated employee can explore ways to demonstrate that the employee is being treated fairly and rewarded adequately. The solution may be as simple as more positive feedback (praise). If the employee lacks both ability and motivation, performance may improve if the manager directs the employee’s attention to the significance of the problem by withholding rewards or providing specific feedback. If the employee does not respond, the manager may have to demote or terminate the employee.

Generally, employees who combine high ability with high motivation are solid performers. They are likely to want opportunities for development and may be able to contribute even more than they already are. To maintain high motivation levels, the manager should use rewards, direct feedback, and growth opportunities.