Estimated reading time: 3 minutes
With all of the conversation about increased performance and efficiency, I feel it only is sensible to discuss what organizations can do when there are performance gaps. And no, I’m not talking about disciplinary motion. Sometimes individual and/or team performance might need training or an intervention.
The query becomes what’s the correct intervention to shut the performance gap. Start with checking out why the performance gap exists.
Let’s say the team (or a member of the team) isn’t doing a task to the corporate’s quality standard. It’s possible that the worker or team might need some refresher training. This might be done at a department meeting or in a one-on-one session. Not only should the right process be explained but discuss why the method shouldn’t be deviated from. An worker might think they’re being more efficient by doing things a special way, when in reality … they’re not. Or, who knows, perhaps they’re!
One other example can be if performance is declining since the team is overworked … then the reply isn’t necessarily training. The team knows what to do. They only don’t have enough time to do it. And the reply isn’t work more hours. The organization might give you the option to enhance performance by changing deliverable dates. Or perhaps bringing in a freelancer or contractor to assist with the workload.
Today, I desired to give attention to an answer that may improve performance gaps and that’s technology. Using the examples above, is it possible that employees don’t know find out how to use technology to its fullest capabilities? So a task that ought to take them 5 minutes is definitely taking 15 because employees don’t know find out how to effectively use the technology. Organizations will need to make sure that employees have all of the knowledge they need and if a training refresher is mandatory … set one up. Depending on the subject, this might be an ideal lunch and learn opportunity.
The identical is true for situations where employees have an amazing workload. Especially where things like email are concerned. I do know there are occasions after we have a look at our email inbox and say, “I won’t ever get through all of this.” But the fact is that organizations often give employees totally unrealistic expectations relating to answering emails.
I remember years ago doing a spotlight group for a client where we talked about email response times. One person said emails needs to be answered inside 2 days. One other person said in the future. And one person said 10 minutes. I’m not joking … that’s a very big selection. My point being that technology might help us prioritize our work. Provided that we understand the organization’s priorities.
Technology is an ideal thing. It helps us keep our work organized, make us perform faster, and deliver a top quality result. Now with artificial intelligence tools, technology might give you the option to assist us seek for information faster, edit documents higher, and even create automation routines. All this stuff might help employees perform at the next level in the event that they are used properly.
Using technology to enhance performance does mean that organizations must set performance expectations, provide employees with the right training and tools, and coach employees along the way in which. Organizations want high performing employees and teams. Give people what they have to be successful.
Image captured by Sharlyn Lauby after speaking on the HR Technology Conference in Las Vegas, NV
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