Last updated on 2024年5月31日

How do you identify and address the root causes of performance problems or barriers?

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Performance problems or barriers can affect the quality, efficiency, and effectiveness of your work or your team's work. They can also lower your motivation and satisfaction. But how do you find out what is causing them and how do you fix them? Here are some steps to help you identify and address the root causes of performance problems or barriers.

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1 Analyze the situation

The first step is to analyze the situation and gather relevant data. What is the performance gap or problem that you want to solve? How does it affect your goals, expectations, and standards? What are the symptoms and consequences of the problem? How often and how long does it occur? Who is involved or affected by the problem? What are the current processes, resources, and tools that you use or rely on? How do you measure and monitor your performance?

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Jeffrey Edwards

Building thriving cultures in minority & women-led small businesses for long-term success.
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What is the general understanding of the language, terms of reference and desired outcomes of the individual and group members?

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Rajdeep D.
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To identify and address root causes of performance problems, start with open, honest discussions with the employee to understand their perspective. Use tools like the 5 Whys and Fishbone diagrams to dig deeper into issues. Look for patterns in data (attendance, deadlines missed). Evaluate external factors such as workload, resources, or personal issues. Once identified, collaborate on an action plan involving specific, measurable goals, training, or resource allocation. Regularly check in to ensure progress and adjust as needed. Remember, as Confucius said, “The man who moves a mountain begins by carrying away small stones.”

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Carlos Soto Cristo

Consultor y Coach en Desarrollo de Equipos | Potencio la Comunicación Efectiva, el Liderazgo y el Desempe?o en Ventas y Servicio al Cliente ??
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Como líder de equipo y profesional de recursos humanos, mi objetivo principal es mejorar la eficiencia y productividad de los empleados. Identificar y abordar las causas fundamentales de los problemas de rendimiento nos permite utilizar recursos de manera efectiva y desarrollar soluciones específicas. Para investigar estas causas, recopilamos datos, hablamos con los trabajadores, observamos las tareas y utilizamos herramientas como RCA y Diagrama de Ishikawa.

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2 Identify the root causes

The second step is to identify the root causes of the problem. Root causes are the underlying factors or reasons that lead to the problem. They are not the same as symptoms, which are the visible or obvious signs of the problem. To find the root causes, you can use different methods or tools, such as asking the 5 Whys, using a fishbone diagram, conducting a SWOT analysis, or performing a gap analysis. The aim is to dig deeper and uncover the real issues that need to be addressed.

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George Baxa

Senior Manager Site Training | Performance Improvement, Maintenance Management, Training
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Always seek to find the reason behind the issue. What behavior, possibly of the organization or specific members, is causing the symptom? Cultural influences are powerful but the hardest to fix.

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Deb Page, CPT, CPIF

We train and certify performance improvement facilitators and developers of adult learning that transfers to practice and achieves targeted results.
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Root causes are those that if addressed would prevent the problem. Causal factors are contributing to the gap in performance. Helping those analyzing causes to use this lens can support them recognizing the systemic nature of the causes and needs.

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3 Generate possible solutions

The third step is to generate possible solutions to address the root causes. Solutions are the actions or changes that you can implement to improve the situation and close the performance gap. To generate solutions, you can use different techniques, such as brainstorming, prioritizing, evaluating, or testing. The aim is to come up with creative, feasible, and effective solutions that match your goals, resources, and constraints.

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4 Implement and monitor the solutions

The fourth step is to implement and monitor the solutions that you have chosen. Implementation is the process of putting the solutions into practice and making the necessary adjustments or modifications. Monitoring is the process of tracking and measuring the results and outcomes of the solutions. To implement and monitor the solutions, you can use different tools, such as action plans, checklists, feedback mechanisms, or indicators. The aim is to ensure that the solutions are executed correctly and achieve the desired impact.

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5 Evaluate and review the results

The fifth step is to evaluate and review the results of the solutions. Evaluation is the process of assessing and comparing the results with the goals, expectations, and standards that you have set. Review is the process of reflecting and learning from the experience and identifying the strengths, weaknesses, opportunities, and threats of the solutions. To evaluate and review the results, you can use different methods, such as surveys, interviews, reports, or audits. The aim is to determine the effectiveness, efficiency, and sustainability of the solutions.

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6 Celebrate and communicate the success

The sixth and final step is to celebrate and communicate the success of the solutions. Celebration is the process of recognizing and rewarding yourself and others for the achievements and improvements that you have made. Communication is the process of sharing and disseminating the information and knowledge that you have gained from the solutions. To celebrate and communicate the success, you can use different ways, such as events, awards, newsletters, or presentations. The aim is to acknowledge and appreciate the efforts and contributions that you have made and to inspire and motivate others to do the same.

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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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Deb Page, CPT, CPIF

We train and certify performance improvement facilitators and developers of adult learning that transfers to practice and achieves targeted results.
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Great insights and guidance for WHAT must be done! At the Institute for Performance Improvement we train and certify Performance Improvement Facilitators. We help them master HOW to guide collaborative improvement using the types of processes and tools described here. It is vital they know HOW to guide those who need to collaborate for better results. The concepts here and our standards align beautifully!

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Sneha Mandala

International Award Winning Keynote Speaker on Employee Engagement & Work Culture
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4 mistakes leaders should avoid when addressing performance issues in employees: 1. Relying on rigid metrics: Instead of fixating on numbers, prioritize qualitative feedback and growth opportunities to drive genuine progress. 2. Succumbing to micromanagement: Steer clear of hovering over every task. Offer initial support, then empower your team to work autonomously and foster innovation. 3. Neglecting self-assessment: Don't shy away from seeking feedback on your own performance improvement strategies. Embrace input from your team to facilitate personal growth. 4. Ignoring the human element: Remember to consider the personal circumstances and well-being of your team members when addressing performance issues.

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How do you identify and address the root causes of performance problems or barriers?

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1 Analyze the situation

2 Identify the root causes

3 Generate possible solutions

4 Implement and monitor the solutions

5 Evaluate and review the results

6 Celebrate and communicate the success

7 Here’s what else to consider

Performance Improvement

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