Management Training: Getting Results

0
14

Share on LinkedIn

This is the fifth part in a series of articles on management training.

Last week our group discussed the Coaching Process and how to train your team effectively. This week we discussed how to follow up and monitor results, what to do when you achieve results and what to do when you do not achieve results.

What to do when you achieve your results:

This is one of the common faults of managers. We tend to get so focused on when we do not get results that we do not review how we achieved the results we wanted. When results are attained, take the time to review with your team what they did to achieve the results. Review the behavior and actions they performed so that they can anchor those in and repeat them in the future. Remember to congratulate them on their success. We repeat behaviors that make us feel good, so make them feel good.

What to do when you do not achieve the desired results:

When you follow up and see that you have fallen short of your goals, you need to take stock of what happened without any emotional attachment. Review with your team what they did so that you can compare it to the expected behavior. Remember focus on specific actions.

Once you have this information, the first thing you should ask is the following: “Was this person/team trained correctly to perform these tasks?”

Many times results are not achieved because initial training was rushed or, even worse, it was assumed that the person or team should know what to do. If you answered no to the above question, go back to the coaching process and train your team correctly.

If you answered yes to the above question, meaning you feel they were trained, ask them the following question: “What do you remember from your training on how these tasks were to be performed?”

The reason you ask this question is so that you can focus your next step of training on the exact root issue.

The answer to this question will fall into three different categories:

  1. They do not remember what to do. In this case you will need to go back to the basics and retrain them as if they were never trained.
  2. They remember part of what they should do. In this situation you can anchor in what they did correctly and retrain them on the specific areas where they need to improve.
  3. They know what to do but did not do it. In this situation you will have to see if this is an ongoing problem (we will discuss this in a minute) or if there is another reason that affected performance. Maybe there is something going on in their personal life that is affecting their work and then your training can focus on that versus reviewing what they should be doing.

The reason you ask this question is so that you focus your training on the root issue. You will keep their attention if you are training them on their needs versus just repeating what they need to do over and over. This step makes you a much more effective teacher and trainer.

Now there may be an occasion where you have retrained someone and they still do not get results. This is where you need to use your skill as a manager to see if they are working hard to improve or are they just not caring. If it is the former, you may give them an additional training session but you must be clear that they have to execute in the future or else the job may not be for them.

In the case that they don’t care, it may be time to sit down in a more formal meeting and address their performance in terms of a documented review. Make sure you have someone with you and that you are clear about what you expect, what has been happening and what needs to change.

Remember to let them know the consequences if they do not improve. When this person leaves the meeting, they need to be clear of what they have to do so that if they continue to not achieve results, you have proper documentation if you have to terminate their employment.

If you have hired correctly and followed the coaching process, this last instance should happen very rarely. Most of your team will improve because you are following up, anchoring in the correct behavior and focusing your training on specific needs versus a one style fits all approach to training.

Remember this: getting results takes constant follow up and feedback.

Republished with author's permission from original post.

ADD YOUR COMMENT

Please use comments to add value to the discussion. Maximum one link to an educational blog post or article. We will NOT PUBLISH brief comments like "good post," comments that mainly promote links, or comments with links to companies, products, or services.

Please enter your comment!
Please enter your name here