Are people ever just born under-performers? Or is performance a direct result of how a business looks after and enables it’s employees?

I’ve always believed that nobody chooses or wants to be an under-performer. We all want to be valued, motivated and successful while having a true purpose to live for.

What’s more, in my experience people rarely join a company and are disengaged and under-performing from day one (unless the recruitment process has some serious issues – but that’s a whole other article!)

So what’s really going on when an employee starts producing poor quality work, turning up to work late, calling in sick on Mondays, or showing other signs of disengagement?

What really causes good hires to become unhappy employees?

Well, there’s probably something going on in their personal lives?  Maybe they just need to pull their socks up and sort themselves out?  They have a good salary and all these amazing perks so what more do they want?

These are some of the more common responses I hear when working with business leaders who have team challenges and want to establish a high-performance culture.

See more often than not, under-performance and disengagement in employees comes down to a fundamental lack of enablement at work as opposed to behavioral issues. They want to perform and be a valued member of the team, but something is missing and is preventing them from doing so from within the business itself.

In 13+ years of coaching and training individuals, teams, managers and leaders in both large corporates and startups, I’ve found that the root cause of this lack of enablement is how the business itself is set up to operate.

Every process starting from the vision, mission and values, down to the specific way in which the business attracts, recruits, engages, supports, manages and leads people has a direct impact on how well employees are enabled to succeed. Understanding where in the employee life-cycle the issues are coming from is crucial to being able to truly implement long-term solutions. Too often, the focus is spent on fixing the behavioral symptoms of the issues rather than the structural cause, which inevitably leads to further issues down the road.

I often refer to this as ‘fixing issues from the inside out.’

In most cases, there are usually 3-4 major gaps in the cycle that need to be addressed and which are the cause of good hires becoming low-performing and demotivated employees.

Left unchecked, disengaged employees can quickly affect other team members and can create a toxic work environment for the whole team, leading to a rather unpleasant culture to work in – not to mention the £10,000’s in lost productivity to the business.

The good news is….all of these issues are fixable! Like all complex issues, this requires a 3D approach from all angles and I’ve found that using a structured step by step process to properly evaluate the issues and implementing the right solutions while measuring their impact always delivers transformative results and a high-performance culture that lasts.

I call this process the F.A.S.T. Business Builder Blueprint, because how we structure and build a business directly affects how well we enable our employees to perform and thrive. There’s nothing better than establishing a team of super-engaged employees that treat the business as if it were their own.

What’s even better is that this process can be applied to any turn any team from any business or industry into superstars, no matter how dysfunctional or disengaged they currently are.

If you’d like to find out more about how the F.A.S.T. business builder blueprint can be applied to develop a superstar team for you and your business, book in a 10-15 minute call with me here: https://meetme.so/businessfreedom

Warm regards,

Jugal Vansia