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The Team Dashboard: Coach Employees for Engagement and Performance

By Ben Murphy

The Team Dashboard: Coach Employees for Engagement and Performance

By Ben Murphy

A great coach gives clear vision and direction to help the team win. They know the strengths and weaknesses of each of their players, how they perform under pressure, and what motivates them to win. They’re able to bring out the best in their players because they can meet each of them right where they are, coaching them to grow. 

A team is comprised of 4 main groupings: Committed Champions, Lone Wolves, Silent Killers, and Contaminators. We like to call this the Team Dashboard. Knowing where each of your employees falls in these categories equips you with the insight you need to be an effective coach. 

High Engagement + High Performance = Committed Champions 

The group that everyone can easily spot is the star A players. These are the ones who are always bringing the team across the finish line, influencing and inspiring success in others. When you have someone who is highly performing, highly aligned, they are called Committed Champions.  

Managers can easily slip into trouble with these individuals as it’s easy to assume they do not need further coaching or motivation. This could not be farther from the truth. While they are motivated, engaged, and performing now, you want to create an environment where that remains true for them. While celebrating the progress they have already made, you can help them uncover areas where they would like to continue to grow in their career. How do they want to take their career to the next level? Where do they see themselves down the road? Pour time, energy, and resources into their professional development and career goals because, frankly, they’ve earned it. But on the plus side, their newly gained skills and expertise will only bring your team up. 

You also can bring these Committed Champions in on the vision and future for the organization. Let them see the picture of where your organization is headed and the ways they may be able to fit into that future. Developing a career path with your top performers is a simple way to help mitigate turnover. In this career path development, you can collaboratively discuss next steps and coaching areas with your employee. Together you can identify what development is needed for this star player to get to where they want to be in your organization.  

Low Engagement + High Performance = Lone Wolves 

Someone who is high performing, but not engaged could be a big issue. These team members are known as Lone Wolves. Obviously, we love that they are performing well, but the lack of engagement can bring the team down and ultimately lead to the loss of that employee. 

There are two main reasons for why these employees may be lacking the engagement we’re looking for. 

  1. Lack of motivation 
  2. Misalignment to the company, role, or management 

As their manager, it’s imperative to identify what may be causing the disengagement by asking key questions. Are they looking for more responsibility? More compensation? Career development? Or perhaps greater flexibility? These would all be considered areas of motivation. If one of these is the culprit, collaborate with your employee on ways you can work together to meet their needs. 

However, there are many times when it’s not a matter of motivation, but of alignment. While this may be more difficult to uncover in a one-off conversation with the employee, over time you may observe a pattern. Typically, alignment issues fall under company, role, or management misalignment.  

Is there a lack of living out the core values of your organization? If this is the case, you need to have an open conversation about it. The individual may be the right person for performance, but the wrong person for your company. Perhaps behaviorally they prefer to work more independently but they are currently in a role that requires extensive collaboration. That could easily drag down their engagement and demotivate them over time. Or maybe it’s management misalignment. That same independent employee will quickly be bogged down by a manager that likes to be involved in every detail. 

The key to remember in all of this is that every employee is unique, with their own behavioral tendencies and motivators. To effectively coach them to be their best, you have to know each of your team members. Take the time to uncover what may be causing the lack of engagement and work with your employee to find a solution. 

High Engagement + Low Performance = Silent Killers 

Employees who are highly engaged but not performing are known as Silent Killers. As their manager and coach, how can you develop a game plan to drive their performance up? Similarly to our Lone Wolves, you’ll want to evaluate their motivation and alignment. What drives them to perform? Are they demotivated because they are looking for more of a challenge? More responsibility? What about their alignment to their role and manager? Some of the same things that can cause one employee to be disengaged can cause another to lack performance. 

In addition to those areas, you’ll want to check into their skills. While this person might be hard wired for the role and they are aligned with your values, if their skills are not up to par, their performance will lag. Oftentimes the solution is as simple as providing your Silent Killers with additional training and coaching so they can master the keys for their role.  

Additionally, remember that your employees are showing up as whole people. They have personal lives that, while they may prefer to not discuss them, do impact their work. There is a very real possibility that their underperformance has nothing to do with you or your company, but is about something going on in their world outside of work.  

The good news with Silent Killers is that they are engaged! They want to be a part of your organization. However, for some reason they are not performing in their role. When you uncover the culprit for this lack of performance, you can work together with your employee to bring their performance up to the level you need. 

Low Engagement + Low Performance = Contaminators  

Contaminators require immediate action. These are the individuals in your organization that are neither engaged, nor performing. The first step is to quickly establish expectations with this employee. Whether it’s a 30-, 60-, or 90-day performance improvement plan, it is essential to lay a framework for the various areas you’ll be addressing along with a timeline for improvement.  

Begin with the fundamentals of skills, values, and behaviors. Do they have the skills needed to perform? If not, how can you coach them to quickly get them to the level at which they need to be? Do their values align with the organization’s? Simply put, without value alignment they will not be able to excel in your company. Do their natural behavioral tendencies make them a good fit for the seat they’re in? Someone who is more flexible with rules and procedures may struggle in a role that requires a high attention to detail and precision.  

Once you have checked the essential boxes, it’s worth it to explore areas of misalignment to their management and team. A lack of a healthy relationship with others in the workplace may be the missing link for some employees.  

With each of these potential problem areas, bear in mind that this individual will still need to be motivated to improve. Let’s say it’s a matter of a skill gap. Even if you provide them with all of the coaching and tools they could possibly need, if they are not motivated to improve and perform, they won’t. A successful coach speaks to their peoples’ motivators. Discover what drives your employees and leverage that to get them re-engaged with your organization. Once they’re bought in again you will be far more successful at leveling up their performance quickly. And if that doesn’t rectify things, remember that sometimes it’s best for both parties if you part ways. 

For more on having critical conversations with employees, check out our guide here. 

At the end of the day, it’s imperative to act fast in scenarios where employees are lacking the engagement or performance you need. However, you’re only able to take action when you have the insight to see that an employee is disengaged and underperforming. That’s why we developed Manage 4 Performance™ – to give clarity around how every employee in your organization is doing, allowing you to coach them to be Committed Champions.  

Want to see more for yourself? Book a demo with our team today.  

A great coach gives clear vision and direction to help the team win. They know the strengths and weaknesses of each of their players, how they perform under pressure, and what motivates them to win. They’re able to bring out the best in their players because they can meet each of them right where they are, coaching them to grow. 

A team is comprised of 4 main groupings: Committed Champions, Lone Wolves, Silent Killers, and Contaminators. We like to call this the Team Dashboard. Knowing where each of your employees falls in these categories equips you with the insight you need to be an effective coach. 

High Engagement + High Performance = Committed Champions 

The group that everyone can easily spot is the star A players. These are the ones who are always bringing the team across the finish line, influencing and inspiring success in others. When you have someone who is highly performing, highly aligned, they are called Committed Champions.  

Managers can easily slip into trouble with these individuals as it’s easy to assume they do not need further coaching or motivation. This could not be farther from the truth. While they are motivated, engaged, and performing now, you want to create an environment where that remains true for them. While celebrating the progress they have already made, you can help them uncover areas where they would like to continue to grow in their career. How do they want to take their career to the next level? Where do they see themselves down the road? Pour time, energy, and resources into their professional development and career goals because, frankly, they’ve earned it. But on the plus side, their newly gained skills and expertise will only bring your team up. 

You also can bring these Committed Champions in on the vision and future for the organization. Let them see the picture of where your organization is headed and the ways they may be able to fit into that future. Developing a career path with your top performers is a simple way to help mitigate turnover. In this career path development, you can collaboratively discuss next steps and coaching areas with your employee. Together you can identify what development is needed for this star player to get to where they want to be in your organization.  

Low Engagement + High Performance = Lone Wolves 

Someone who is high performing, but not engaged could be a big issue. These team members are known as Lone Wolves. Obviously, we love that they are performing well, but the lack of engagement can bring the team down and ultimately lead to the loss of that employee. 

There are two main reasons for why these employees may be lacking the engagement we’re looking for. 

  1. Lack of motivation 
  2. Misalignment to the company, role, or management 

As their manager, it’s imperative to identify what may be causing the disengagement by asking key questions. Are they looking for more responsibility? More compensation? Career development? Or perhaps greater flexibility? These would all be considered areas of motivation. If one of these is the culprit, collaborate with your employee on ways you can work together to meet their needs. 

However, there are many times when it’s not a matter of motivation, but of alignment. While this may be more difficult to uncover in a one-off conversation with the employee, over time you may observe a pattern. Typically, alignment issues fall under company, role, or management misalignment.  

Is there a lack of living out the core values of your organization? If this is the case, you need to have an open conversation about it. The individual may be the right person for performance, but the wrong person for your company. Perhaps behaviorally they prefer to work more independently but they are currently in a role that requires extensive collaboration. That could easily drag down their engagement and demotivate them over time. Or maybe it’s management misalignment. That same independent employee will quickly be bogged down by a manager that likes to be involved in every detail. 

The key to remember in all of this is that every employee is unique, with their own behavioral tendencies and motivators. To effectively coach them to be their best, you have to know each of your team members. Take the time to uncover what may be causing the lack of engagement and work with your employee to find a solution. 

High Engagement + Low Performance = Silent Killers 

Employees who are highly engaged but not performing are known as Silent Killers. As their manager and coach, how can you develop a game plan to drive their performance up? Similarly to our Lone Wolves, you’ll want to evaluate their motivation and alignment. What drives them to perform? Are they demotivated because they are looking for more of a challenge? More responsibility? What about their alignment to their role and manager? Some of the same things that can cause one employee to be disengaged can cause another to lack performance. 

In addition to those areas, you’ll want to check into their skills. While this person might be hard wired for the role and they are aligned with your values, if their skills are not up to par, their performance will lag. Oftentimes the solution is as simple as providing your Silent Killers with additional training and coaching so they can master the keys for their role.  

Additionally, remember that your employees are showing up as whole people. They have personal lives that, while they may prefer to not discuss them, do impact their work. There is a very real possibility that their underperformance has nothing to do with you or your company, but is about something going on in their world outside of work.  

The good news with Silent Killers is that they are engaged! They want to be a part of your organization. However, for some reason they are not performing in their role. When you uncover the culprit for this lack of performance, you can work together with your employee to bring their performance up to the level you need. 

Low Engagement + Low Performance = Contaminators  

Contaminators require immediate action. These are the individuals in your organization that are neither engaged, nor performing. The first step is to quickly establish expectations with this employee. Whether it’s a 30-, 60-, or 90-day performance improvement plan, it is essential to lay a framework for the various areas you’ll be addressing along with a timeline for improvement.  

Begin with the fundamentals of skills, values, and behaviors. Do they have the skills needed to perform? If not, how can you coach them to quickly get them to the level at which they need to be? Do their values align with the organization’s? Simply put, without value alignment they will not be able to excel in your company. Do their natural behavioral tendencies make them a good fit for the seat they’re in? Someone who is more flexible with rules and procedures may struggle in a role that requires a high attention to detail and precision.  

Once you have checked the essential boxes, it’s worth it to explore areas of misalignment to their management and team. A lack of a healthy relationship with others in the workplace may be the missing link for some employees.  

With each of these potential problem areas, bear in mind that this individual will still need to be motivated to improve. Let’s say it’s a matter of a skill gap. Even if you provide them with all of the coaching and tools they could possibly need, if they are not motivated to improve and perform, they won’t. A successful coach speaks to their peoples’ motivators. Discover what drives your employees and leverage that to get them re-engaged with your organization. Once they’re bought in again you will be far more successful at leveling up their performance quickly. And if that doesn’t rectify things, remember that sometimes it’s best for both parties if you part ways. 

For more on having critical conversations with employees, check out our guide here. 

At the end of the day, it’s imperative to act fast in scenarios where employees are lacking the engagement or performance you need. However, you’re only able to take action when you have the insight to see that an employee is disengaged and underperforming. That’s why we developed Manage 4 Performance™ – to give clarity around how every employee in your organization is doing, allowing you to coach them to be Committed Champions.  

Want to see more for yourself? Book a demo with our team today.  

 

Post Categories: Insights
Date Published: Oct 15, 2021
Post Categories: Insights
Date Published: Oct 15, 2021