However good you are at interviewing potential employees for your organization, it’s almost impossible to have a 100% effective recruitment success. This is because, during interviews, people put on their best faces and give answers they have probably rehashed. Even with the use of the Predictive Index, it’s almost impossible to attain a 100% score.
Invariably, some not-so-ideal candidates will crawl out of the interview woodwork. While these may not be as self-driven or motivated as you would like them to be, there are strategies you can employ to coach them into becoming stellar employees that you will be proud of. Let’s look at a few of these strategies.
1. Demonstrate Your Confidence in Them
Showing an employee that you are confident in their ability and willingness to tackle a particular task gives them the extra motivation to get the task done well. Should you notice them struggling in one area or another, offer to help or guide them in a way that tells them you believe they can do it. This demonstration of confidence in them in spite of their shortcomings will keep them motivated and encouraged. As they see how their contribution fits into the overall scheme of things, they are likely to be more effective.
2. Clearly, Describe or Explain to the Employee Their Performance Problem
It is important that you separate the performance shortcoming from the employee. The problem is the problem, not the employee. Once you remove the employee from the problem, you can then work with them to dissect the problem and help them come up with ways of rectifying it.
3. Establish What Other Issues May Be Limiting The Employee’s Ability
Determining what else could be getting in the way of the employee’s ability to perform a given task is crucial. There are a host of possible barriers that may impede an employee’s ability to perform. The most common are temperament, training, tools and time. Some of these can be easily addressed while others may take a little more time. For instance, if the tools are the problem, replacing them with the ideal ones will likely solve the problem. However, other barriers such as temperament and training may take a little longer to address. Identify these barriers and help the employee to overcome them.
4. Ask the Employee to Recommend Solutions
The last thing you want is to impose your own solutions. Sit down with the employee and together go through a number of possible solutions to a problem. Look at possible remedial actions and ask the employee to recommend a potential solution.
5. Agree on a Written Action Plan
Once you have explored the performance problem with the employee and guided them on how the situation can be improved, come up with a written agreement that enumerates your role and that of the employee, and perhaps even that of the HR manager, in remedying the situation. Isolate the goals that the employee should meet so as to upgrade their performance in line with the organization needs.
6. Schedule a Follow-Up
Once an agreement has been drafted, signed and goals set, schedule follow-up. Along the process, offer positive encouragement and express your confidence in their ability to improve.
7. Use the Predictive Index to Determine What Motivates Employees to Work
When the staff are motivated, they are more enthusiastic and productive. The problem is that most candidates are at their best behaviour during face-to-face interviews. This makes it difficult to establish what really motivates them. The Predictive Index (PI) is a great tool for identifying what drives various employees. For instance, the Predictive Index Behavioural Assessment™ sheds light on what motivates and inspires people to behave the way they do. Using the Predictive Index, you are able to better coach them to be their best selves in the workplace.