technology.jpg" style="width: 266px; height: 250px; margin: 5px; float: left;" />Determining the root cause of underperformance in the workplace requires investigation on multiple fronts, leading workplace experts have suggested.
Rosemarie Dentesano, practice leader for Right Management, said a primary cause is due to a person’s skill capability and motivational interests not matching the requirements of the role – essentially resulting in a job/person mismatch
“Through the person being in the wrong job they struggle to deliver on the accountabilities of the role,” she told HRM.
The other cause is that often leaders don’t articulate clearly what their expectations are of a role and what they need from it. Therefore they place someone in it, but change may occur and the person doesn't perform as expected. Essentially the requirements of the role may have changed, yet “the job has not been realigned to match with the person on the job – it’s almost about structural/job fit and job design,” Dentesano said.
Another important consideration is that often leaders fail to provide ongoing feedback and development. “You end up with people who are poorly aligned but possibly not due to any fault of their own,” Dentesano said.
Right Management’s outplacement program research indicates around 47% of people change job type or function after a redeployment activity, giving an indication of mismatch about skills, interests, motivators and/or real job fit. “People change, jobs change, things outside of work change and we don’t keep up with that with more development or the changing profile we need for the job,” Dentesano said.
On page two: why good employees go downhill.