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Individual performance problems: a diagnostic protocol.

Stan Bazan1

  • 1Management Department, Western Connecticut State University, USA.

Clinical Leadership & Management Review : the Journal of CLMA
|April 17, 2004
PubMed
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Managers can use this diagnostic protocol to identify why an employee is underperforming. It examines expectations, motivation, skills, and job factors to suggest targeted performance improvement strategies.

Area of Science:

  • Organizational Psychology
  • Human Resource Management

Background:

  • Employee performance issues are common challenges for managers.
  • Identifying root causes of underperformance is crucial for effective intervention.

Purpose of the Study:

  • To present a structured diagnostic protocol for managers.
  • To identify key factors contributing to subordinate performance problems.

Main Methods:

  • Review of potential performance-impacting factors: expectations, motivation, ability, skills.
  • Analysis of situational and job-specific influences.
  • Presentation of targeted improvement tactics.

Main Results:

  • Poor performance can stem from misaligned expectations, low motivation, skill gaps, or job design.

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  • A systematic approach can pinpoint specific areas for intervention.

    • Conclusions:

    • This protocol provides a framework for diagnosing and addressing employee performance issues.
    • Implementing targeted strategies based on identified causes can improve subordinate performance.