Coaching and Performance Improvement Analysis - Case Study Example

Coaching and Performance Improvement Analysis Submitted by: XXXXXXX Number: XXXXXXX of XXXXXXXX XXXXXXX XXXXXXX Subject Code: XXXXXXX Date of Submission: XX-XX-XXXX Number of Words: XXXX Introduction: Team work is one of the most essential for any process. A process which has team players will tend to be more successful rather than one with member not willing to adjust and work within the team. This report is mainly to identify the importance of coaching and performance and is based on real life examples of working people. This report will deal with one of the most common problem that I have been faced with in most of the places I have worked. The main issue is of an under performing co – worker (here after referred to as Ms. X). In my current job, this person is a co – worker and we are a part of the same team. The major issue that is found is that the person is not interested in the job and this is quite evident in the outcome that they produce. The nature of my job is one which includes a lot of data entry for trades that are being traded in the live markets. This involves a lot of money of the clients and one error in terms of the amount entered for the trade could lead to cost the company a lot of money. In a case like this, it is essential that all the team members show complete inclination to the job and also enjoy the job. With Miss X. not showing interest and enthusiasm there have been a number of issues for incorrect entries being fed into the system. This is not only affecting her statistics, but also affects the stats of the entire team. This problem is addressed within this report. Issue: The major issue is that Miss X., is not motivated to work at the job and this is portrayed in her performance as well. It is known that while working in a team, it is essential that every team member contributes equally in the team to make the team successful. In this case, it has been noted that Miss X, has not contributed to the team but has resulted in the overall performance of the team to be reduced. This is not acceptable, since the other members of the team have worked very hard to ensure that the accuracy in the job is a 100 percent. Dealing with such high value shares and such high volumes of monies, it is a person’s responsibility to ensure 100 percent accuracy. There have been a number of team meetings that have been held to focus on the importance of accuracy at work and team working. Miss X was also called in by the team leaders and the managers to clear out the situation and to find out whether there was something personal that affected her performance. However, it was clear that all was well yet she was not motivated to do the job. Frantic attempts have been made by the team leader to let every single person know the importance of accuracy at the job. Miss X has also been addressed separately by the manager of the process to ensure that she was aware of the performance expectation. The result however led to the same answer that Miss X did not have any issues that were affecting her performance but it was purely a lack of motivation that led to such behaviour and outputs. There are no negative consequences that follow the good performance (Newton, et.al., 2006). However there are clearly positive consequences, like the entire team is treated for lunch every week when there is a cent percent result and accuracy rate. Also, the accuracy that is shown by an agent also is the secret for promotions within the process. This however was not very motivating enough for Miss X and she needed more than the available support. Analysis of the Situation: Based on the feedback provided by the team leads as well as the managers, along with hearing the position of Miss X I have been able to draw up an analysis of the situation. Firstly, it is essential to understand that the team I work for has a job which is relatively very boring and repetitive. Also the pay for the job is not very high and this makes the job more difficult in a number of ways as this is quite an essential feature for performance. Based on Coaching Analysis Flowchart this problem is worth solving. Figure: Coaching Analysis Flowchart (Brocato, 2003) Considering each step at a time: The problem is worth solving as there will definitely be an improvement and the situation would also improve for sure. The issue is of a person not self – motivated enough and if efforts are put into the issue a solution could be brought out. The main issue is that Miss X is not motivated in the work she does, this causes the biggest deficiency in the performance. Based on speaking to Miss X and being a part of the same team, I have been able to figure the root cause of the situation. The job is one which is repetitive and can at times get a little dry. This could be de – motivating to the people at times as there is no new challenge that requires to undertaken each day. Also along with the above issue, the team leader is also not very cooperative at times. There have been several cases where people some people within the team take unplanned holidays or call in sick and the others in the team need to work extra to cover up for the absenteeism. The team leader does not seem to take action against the absenteeism and lets the absentees off the hook very easily. This issue is one which can lead to de – motivation of the team as well. The personality of Miss X is one where she requires a different and challenging situation every day and needs to have something different in the work she does. This causes the issue and deficiency of motivation. She has the skills and the knowledge of almost all the different teams within the process. The solution is definitely worth the money and time. Mainly because the solution that is provided here has all the resources it needs within the company, the only expense for the company would be that of training. Solution to the Issue: This issue can be solved by swapping Miss X. with another member in a different team. The other member of the team works in a department which deals with reconciliations of accounts and trades. This person has been having a number of issues in coping up with the challenges of the job and would prefer to move to team which is a little less challenging. Thus this problem can be addresses and this is the best solution for the issue. Here Miss X would be able to use her skills to the maximum and every single day of the job is adventurous and interesting. Since the entire process has been trained on all the departments, hence this swap will not be very difficult for both the people involved (Fournies, 1999). The only time that will be spent is for the members to learn the key controls and the also be updated of the various changes in the working from the time of training. This solution will lead to a happy Miss X, as she will have her challenging job to work on. And happy ‘other employee’ as she will be relieved from the high pressure and the high levels of stress that she had been going through and will also lead to a happy company as the productivity of both the employees will increase and the overall productivity will increase. This is thus a win – win situation for all. Bibliography Brocato, R., (2003), ‘Coaching For improvement: An essential role for team leaders and managers’, The Journal for Quality and Participation, Spring 2003, 26, 1, ABI /INFORM Global, p. 17 Fournies, F.F., (1999), ‘Coaching for Improved Work Performance, Revised Edition’, 15th November 1999, 3rd Edition, McGraw Hill Publishers Newton, J., Long, S., & Sievers, B., (2006), ‘Coaching In depth: The organisational role Analysis Approach’, Illustrated Edition, February 2006, Karnac Books Publishers Read More