What are the most common obstacles to performance improvement?

1 Lack of clarity

One of the most common obstacles to performance improvement is the lack of clarity about what needs to be improved, why, how, and by whom. Without clear and specific performance expectations, standards, and measures, it is difficult to assess the current state, identify the gaps, and plan the actions. Moreover, without clear and consistent communication, feedback, and recognition, it is hard to motivate and engage the performers and stakeholders in the improvement process. To overcome this obstacle, it is essential to define and communicate the performance improvement objectives, criteria, and indicators, as well as the roles and responsibilities of everyone involved. It is also important to provide regular and constructive feedback and recognition to monitor and reinforce the progress and achievements.

2 Resistance to change

Another common obstacle to performance improvement is the resistance to change that may arise from the performers, managers, or other stakeholders. Resistance to change can stem from various factors, such as fear of failure, loss of control, uncertainty, lack of trust, or attachment to the status quo. Resistance to change can manifest itself in various ways, such as denial, avoidance, sabotage, or conflict. To overcome this obstacle, it is important to understand and address the root causes and the emotional aspects of resistance to change. It is also important to involve and empower the performers and stakeholders in the improvement process, by soliciting their input, feedback, and ideas, and by providing them with support, guidance, and resources.

3 Limited resources

A third common obstacle to performance improvement is the limited availability or accessibility of resources that are needed to implement the improvement actions. Resources can include time, money, people, skills, tools, technology, or information. Limited resources can pose significant challenges and constraints for the performance improvement process, as they may affect the feasibility, quality, or sustainability of the improvement actions. To overcome this obstacle, it is important to prioritize and allocate the resources according to the performance improvement goals and needs. It is also important to leverage and optimize the existing resources, by seeking collaboration, innovation, or efficiency.

4 Misalignment of incentives

A fourth common obstacle to performance improvement is the misalignment of incentives that may exist between the performers, managers, or other stakeholders. Incentives can include rewards, recognition, compensation, promotion, or career opportunities. Misalignment of incentives can occur when the incentives are not aligned with the performance improvement goals, criteria, or indicators, or when they are not fair, transparent, or consistent. Misalignment of incentives can undermine the motivation, commitment, or accountability of the performers and stakeholders in the improvement process. To overcome this obstacle, it is important to design and implement incentives that are aligned with the performance improvement objectives, standards, and measures, and that are fair, transparent, and consistent. It is also important to monitor and evaluate the impact and effectiveness of the incentives on the performance improvement outcomes.

5 Lack of feedback loops

A fifth common obstacle to performance improvement is the lack of feedback loops that are essential to monitor, measure, and adjust the performance improvement process and outcomes. Feedback loops can include data collection, analysis, reporting, and review. Without feedback loops, it is difficult to track and evaluate the performance improvement progress and results, and to identify and address the issues, challenges, or opportunities that may arise. Without feedback loops, it is also difficult to learn and improve from the performance improvement experience, and to share and celebrate the successes and achievements. To overcome this obstacle, it is important to establish and maintain feedback loops that are relevant, timely, accurate, and actionable. It is also important to use the feedback loops to inform and improve the performance improvement decisions and actions, and to communicate and acknowledge the performance improvement outcomes and impacts.

6 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?