Diagnosing Performance

We all know that at times performance is just not be as expected, or desired. There can obviously be a whole host of reasons for this, it is vital that we get to the key issues to ensure we can support colleagues in the most appropriate way to improve performance. I have found the BECKS model a practical and useful way to do just that in a variety of scenarios.

To use the BECKS model, we consider the task or role that is being asked and start at the bottom of the pyramid, checking each step in turn is sufficiently supported. We do this until we have identified the reason for the current performance, which allows us to consider the most effective actions.

Does our colleague have the appropriate Skills?

Do they have the right skills to complete the tasks effectively? If not, it can be relatively easy to identify the missing skills and provide appropriate training or coaching to ensure this gap is addressed.

Is their Knowledge up to scratch?

Does our colleague have sufficient knowledge to carry out what is expected of them? Similarly, if their knowledge is insufficient, they can be supported through the appropriate training and coaching.

Have we provided sufficient Clarity?

Is our colleague completely clear on what is expected of them? Have we as leaders set clear objectives and expectations to ensure our colleagues understand what is expected of them in terms of performance and behaviour? We may think we have in our own minds, but we need to have a clear and honest discussion to ensure this is the case.

Is something affecting their Environment?

Is there something going on in our colleague’s environment that is the cause of the performance issue?

This could be issues in their internal environment at work such as poor teamwork or challenging relationships. These issues will require very different actions to address than those mentioned previously, but once identified can be handled with effective communication and support.

Of course, the individual may be facing challenges in their external environment, away from work. These could affect performance at work and again necessitates an honest discussion, maybe considering a finite period where we negotiate a change to the expected performance. I believe at this stage leaders must show great listening and empathy to offer appropriate and genuine support.

Are you observing Behaviour that is not appropriate?

This can be the most challenging step to address and change, but if all the other steps have been fully supported what we are seeing is now a colleague’s choice. It may be a time when we need to seek further advice, or to consider setting shorter term objectives for more frequent review.

I have returned to The BECKS model many times and found when the issues are identified some can be addressed very easily. Also, we often find that as leaders we have just not communicated our expectations clearly enough. To support the different steps we require effective communication, trust and active listening to enable open communication. This can result in enhancing performance and increasing engagement.

The Colour Code can support you and in improving personal, team and leadership effectiveness, if you would like to chat please get in touch.