If people are not doing what you want them to do in the work place, ask the question why?
It’s a question about behaviour.
“It’s Mary’s job to sort out the post by 4:30pm and it does not always happen and it drives me mad!”
Does this sound familiar? Let’s take a look at the Behaviour model.
- What drives behaviour? – Feelings and emotions
- What drives feelings and emotions? – Attitude
- What drives attitude? – Beliefs
- What drives belies? – Conditioning
When someone is not behaving in the way they should or they are avoiding something, it normally comes down to a belief.
Normally people do things for the right reason in their world, they do not do things or do things to upset people, they just do not understand what is important to other people or the business.
In our case Mary may consider that what ever she is doing at that time is more important that sorting out the post.
It’s your job to re-condition her thinking and give her the belief that getting the post sorted is a top priority for the company. You are changing her belief structure and putting this task at a higher importance level in her mind.
At the end of the day it’s all about communication.
Positive ways to make sure your operation run’s smoothly is to carry out regular appraisals to make sure you and Mary are both singing from the same song sheet in terms of job roles and responsibilities, as these change from time to time especially as a company grows, you may be giving day to day instructions to someone and slowly changing that persons roles and responsibilities with out knowing it.
An appraisal will sort this out.
Monthly coaching sessions with individuals, giving them support and a change to give you feed back is another excellent method of improving performance. Coaches use questions, and listen to the answers. Coaches listen 80% of the time and only talk or ask questions 20% of the time. This is the art of coaching, letting the other person get out, what is going on.
To get the best use out of this article, my recommended action points are:
- Prepare an appraisal
- Carry our regular appraisals (every six months)
- Learn how to coach using the GROW Model