The Impact of Match Quality on Performance

Since boredom is kryptonite for the ADHD brain, chaining people with ADHD to a desk is tantamount to a prison sentence. It is one of the worst things you can do to an employee with ADHD. This is why I describe my resume is a rap of sheet of all the places in corporate America where I served time

• Most managers deal with underperforming employees by putting them on performance improvement plans on them. But, performance improvement plans are pointless
• Performance improvement plans do more to prevent wrongful termination lawsuits than they do to improve performance.

It's impossible to improve performance in any organization if you mismatch someone's talent and environment are not a good match. (Match Quality)

If you hire a professional violinist to fly a plane and a pilot to play in the orchestra, the plane will crash and the music will sound like shit.

Before a supervisor puts an underperforming employee on a performance improvement plan, the first thing they should ask themselves is whether that employee is even in the right role.

Workers could avoid ending up in jobs they hate if they were brutally honest in interviews and told potential managers, "I think I'd hate this job, but thanks for your time." But they do not, because we are far too concerned with "professional etiquette"

Underperforming employees are usually the result of managers who overlook the impact of match quality on performance.

Sometimes if all you did was change their role, an underperforming employee will become what Liz Wiseman calls an "impact player."

And for heaven's sake, if one of your employees has ADHD, DO NOT CHAIN THEM TO A DESK.