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What do you do if an employee's analytical skills are not meeting expectations in a performance appraisal?

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Analytical skills are vital in many job roles, as they enable employees to solve problems, make decisions, and understand complex situations. However, during performance appraisals, you might find that an employee's analytical abilities are not up to par. This can be concerning, but there are constructive ways to address the issue and help your employee improve.

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1 Identify Gaps

When an employee's analytical skills are lacking, the first step is to identify the specific areas where they need improvement. This involves a detailed review of their work, pinpointing where mistakes are made or where analysis is superficial. For example, if they struggle with data interpretation, it might be a matter of training them on how to use data analytics tools or helping them understand statistical principles. Being precise about their weaknesses will make it easier to address them effectively.

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Adeyinka Adeleke

Sales and Customer Service Specialist
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Personally, I would note down the areas where I see that the employee is lacking and then offer support for improving in those areas. This support will be tracked and monitored to ensure the employee is improving

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2 Set Goals

Once you've identified the gaps, work with your employee to set clear, achievable goals for improvement. These goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. For instance, if the employee needs to get better at forecasting trends, a goal might be to accurately predict next quarter's sales within a 10% margin of error. By setting such targeted objectives, you provide a roadmap for your employee's development.

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Jack Wilson, Data Governance

Ensuring Efficient Data Governance and Utilization
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Throughout my career, I've often battled between the "This is a Business" and "This Employee is a Person" perspectives (particularly as a leader). When considering lacking skills, both are needed, with heavier emphasis on the later. I find that as a leader, the onus may be more on me (than I would have originally thought) to get my employee performing at the needed level. So, when setting the goals, I try to focus on my own support while emphasizing not only that the employee ultimately owns their growth, but that they CAN own their growth, and succeed.

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3 Offer Support

Supporting your employee through their development is crucial. This could mean providing access to training programs, workshops, or online courses that focus on analytical skills. You might also pair them with a mentor within the organization who excels in analysis. Regular check-ins to discuss their progress and any challenges they're facing can also reinforce your commitment to their growth and ensure they don't feel overwhelmed or abandoned.

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4 Monitor Progress

It's important to monitor your employee's progress towards the goals you've set together. This doesn't mean micromanaging every aspect of their work but rather having periodic evaluations to assess their development. These assessments can be informal, such as during one-on-one meetings, or more formal, like through follow-up performance appraisals. Tracking progress helps maintain momentum and provides opportunities for feedback and course corrections.

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5 Adjust Strategy

If your employee is not making the expected progress, it may be necessary to adjust your strategy. This could involve revisiting the goals to ensure they are still realistic or providing different resources or support. It's also important to consider whether there are any external factors affecting their performance, such as workload or team dynamics. Flexibility and a willingness to adapt your approach are key to finding a successful resolution.

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6 Reinforce Success

When your employee makes progress in developing their analytical skills, it's important to acknowledge and reinforce their success. Recognition can be a powerful motivator and can encourage further improvement. Whether it's a formal acknowledgment in a team meeting or a simple one-on-one conversation to express your appreciation for their efforts, positive reinforcement can boost confidence and commitment to continuous learning.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Roxanne Moldoveanu

Looking for a new job or a promotion? DM me
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The first step would be to understand why they are not meeting expectations. Is it because their analytical skills are lacking, or although they are analytical, they might not pay enough attention to details? Could it be that they do not have a clear understanding of what is expected of them? Typically, someone who underperforms in an analytical role might not be well-suited for it or may lack the necessary training and understanding of the requirements, often spending a significant amount of time exploring potential solutions.

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What do you do if an employee's analytical skills are not meeting expectations in a performance appraisal?

1

2

3

4

5

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7

1 Identify Gaps

2 Set Goals

3 Offer Support

4 Monitor Progress

5 Adjust Strategy

6 Reinforce Success

7 Here’s what else to consider

Analytical Skills

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What do you do if an employee's analytical skills are not meeting expectations in a performance appraisal?

1

2

3

4

5

6

7

1 Identify Gaps

2 Set Goals

3 Offer Support

4 Monitor Progress

5 Adjust Strategy

6 Reinforce Success

7 Here’s what else to consider

Analytical Skills

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