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Ebook Topic 4 Challenge
Jerry and the coworkers he manages face a disconnect that is affecting the health of the business. Jerry, the estimating manager, makes decisions and manages the project in a way that seems inefficient to the others. Sandra, who's only been with the company a short time, is already showing small behavioral issues such as tardiness and gossiping. Angela the sales manager is frustrated with Jerry's lack of accountability. What can we do to resolve this workplace disconnect, and improve the health of the organization?
The Hierarchy of Competence Pyramid perfectly addresses this disconnect. This pyramid takes a look at the competence and consciousness one might have as an employee. Competence, meaning the ability to complete ones job as required. Consciousness, meaning one's awareness to that which they are doing. If you study the triangle for a few moments you might agree that it's in our best interest to make it to the peak tier in our various positions/lines of work.
For example, it may be that Jerry is in the red tier. Jerry might not be aware that his incompetent actions are having a negative impact on his coworkers, or even that he is being incompetent at all, and part of our job as managers is to recognize this as a problem and find a quick, polite, and effective solution. First, the best way to address incompetence is by providing our employees with additional training to become enabled to do their job correctly. By doing this we also show our employees that we are invested in their ability and success, just like they should be invested in our organizational community.
If given to Jerry, this training may help him see how he has been inefficient and costly to the organization in the past and make the needed adjustments. It will also help him to understand how it is causing his co-worker, Angela, some frustration as she is trying to ensure customer satisfaction. On another note, Sandra is often tardy. Providing proper training so that all employees, especially the new ones, are aware of their responsibilities will assist in eliminating these unwanted behaviors. As an added bonus it will also reinforce employee awareness of our company values.
Now, everyone knows that attending training isn't one of the most exciting events. There is bound to be some moaning and groaning at trainings, so make it more exciting and endurable! Have a ‘lunch and learn’ where the training takes place over the lunch hour in which the company provides complimentary lunch for those in attendance. Entering attendees into a drawing for a prize is another great way to encourage participation.
Another way that the problem can be solved is via communication between people. While it is often uncomfortable to mention that someone is not performing up to the standards of the team, being vulnerable and open shows that you care for both the company and the employee. There is no need to get overly emotional about it by screaming and yelling, but politely informing someone and helping them correct their ways can help them make the needed adjustments. Do this privately, if you can.
Once trainings have been completed, and you as a manager feel confident in your employees newfound ability, it’s time to start holding them accountable. Accountability is a great way to get your frontline managers to apply your training. Have your frontline managers hold a weekly accountability meeting, where they are in charge and plan the agenda. Success stories and problems are discussed as a team. A team member is recognized for the week for their efforts. Accountability goes both ways, it ensures that teams are being led, work is being done, and progress is being made. It also ensures that Frontline Managers are leading the charge, being accountable themselves, and staying in close contact with their team. Applying these things will create a new, happier workplace environment and results that will last.
References
Andrade, M. S. (2019). Organizational behavior in practice. Dubuque, IA: Great River Learning.
Images:
Nanz, K. G. (2017, October 19). Understanding the hierarchy of competence. DEV Community. Retrieved from https://dev.to/kathryngrayson/understanding-the-hierarchy-of-competence-8mb
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