You’ve probably heard of the phrase “Proper planning prevents poor performance.” It’s got several alternatives too! Poor performance in the workplace can be one of the trickiest issues for a manager to address. At best you’re identifying weaknesses in employees that they may not be willing to admit to. At worst, you’re entering a potentially antagonistic process, for which there is no guarantee of success.
However, not addressing this issue can have a major impact on a business’s health and reputation. Poor performance can also decrease productivity, lower morale, and increase employee turnover. It can create lingering resentments and damage team cohesion.
It is crucial to implement effective management training to address and prevent such issues. This article considers the importance of proactive performance monitoring and offers strategies to prevent poor performance.
Effective planning is the foundation for achieving organisational and departmental goals. It provides a set of benchmarks against which to measure individual, team, and departmental performance. It also:
Henry Gantt, the inventor of that transformational planning tool, the Gantt chart, had this to say about shaping performance: “We cannot drive people; we must direct their development.”
In other words, by having an effective plan, employees have direction. They have a clear notion of what to do, how, and when. This helps prevent much of the ambiguity and uncertainty that can lead to poor performance.
Put simply, people need to know what is expected of them, both individually, and as team members.
When plans are well-structured and communicated, employees understand their roles and responsibilities, leading to increased efficiency and output.
Clear plans minimise confusion and ensure that everyone works towards common objectives.
Psychologists J. Richard Hackman and Greg Oldham looked at the components of job satisfaction in the 1970s and came up with their influential Job Characteristics Model. They proposed these essential elements of job satisfaction:
Managers who thoroughly plan tasks and allocate responsibilities will tend to fulfil more of their team’s needs than ones who operate on a more ad hoc basis.
By satisfying the five needs above with effective work planning, managers maximise motivation and morale, which in turn should increase productivity and performance.
Conversely, inadequate planning will result in a more chaotic workplace environment, with undermotivated employees whose performance dips.
This can result in missed deadlines, budget overruns, and project failures. It can cause frustration among team members, reduce morale, and ultimately harm the organisation’s reputation and profitability.
To build a high-performing workplace, consider implementing the following three planning strategies:
Encourage employees to prioritise tasks, set realistic deadlines, and utilise tools like calendars and to-do lists. There are a host of time management and scheduling tools that can help including Trello, Monday, Wrike, TMetric and more.
Managers can use monitoring software to check how their employees are using their time. However, avoid the temptation to micromanage every minute of an employee’s day. Remember the human need for autonomy outlined above!
Instead, encourage team members to see the intrinsic benefits of better time management. Effective task scheduling helps in maintaining focus, improving performance, while meeting organisational goals.
Define specific, measurable, achievable, relevant, and time-bound (SMART) goals. Make sure you do this in collaboration with team members to ensure buy-in. Regularly reassess these individual goals to ensure they remain realistic as corporate strategies and objectives change.
Clear objectives, agreed upon by all parties, provide direction and motivate employees to achieve desired outcomes.
Teach employees to distinguish between urgent and important tasks. This is often a skill that middle managers need to improve too!
Make sure tasks that are time-bound are prioritised, as well as those that can have the largest impact on a team’s performance.
Rubrics such as the MoSCoW prioritisation framework, by which tasks are divided into “must,” “should,” “could,” and “won’t” can be helpful in this respect.
This ensures that critical activities receive the attention they require, enhancing overall productivity.
Strategic planning is essential for sustainable business growth. It involves setting long-term goals and determining the best approaches to achieve them.
Strategic planning looks at long-term goals and the direction of the organisation, while operational planning deals with short-term actions and processes.
Both are vital, but they serve different purposes within the business framework. Operational planning is the focus of team leadership since it directly affects individual performance and how it will be measured.
Conducting a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) helps in understanding the internal and external factors affecting the organisation.
This analysis aids in making informed decisions and crafting effective strategies. SWOT analyses can also be used to assess the performance of teams, identifying areas for improvement that can be carried forward into individual appraisals.
Develop contingency plans to address potential risks and unexpected events. Being prepared for uncertainties ensures business continuity and minimises disruptions.
It also aids morale by ensuring teams are prepared for the worst when it happens. This in term improves performance, allowing both teams and individuals to be proactive in an emergency, rather than reactive.
Proper planning boosts workplace performance by setting out clear guidelines and expectations. It ensures that resources are used efficiently and that employees are aligned with the organisation’s vision.
Companies that have implemented robust planning processes often experience improved project outcomes, higher employee satisfaction, and increased profitability.
Online bank Monzo achieved its first full year of profitability in 2023-24. By expanding its successful banking business into lending and subscription-based revenue streams, as well as building its customer base, the British company soared. Meanwhile 72% of employees would recommend the company to a friend, according to Glassdoor.
Another famous example of strategic planning is Netflix’s early pivot from being a DVD rental service to a streaming provider. While companies like Blockbuster struggled to transition out of rentals, Netflix quickly became synonymous with subscription-based at-home entertainment.
To make such dramatic pivots, and act quickly on industry trends, you need a well-motivated and proactive workforce that gels.
When employees are involved in the planning process and have clear goals, they are more engaged and motivated. This involvement creates a sense of ownership and commitment to the organisation’s success.
The reason is easy to see; when workers understand why a strategic plan is being implemented, and feel included in it, they share ownership of the outcome and its success.
Implementing effective business planning strategies is crucial for achieving organisational objectives. Business planning is essentially a five-step process:
Utilise project management software, performance metrics dashboards, and communication platforms to streamline planning processes. These tools enhance collaboration and provide real-time insights into project statuses.
Here are some of the essential tools and resources you might draw upon to improve your organisation’s planning:
Planning ahead allows organisations to anticipate challenges, allocate resources effectively, and seize opportunities promptly. It provides a roadmap for achieving goals and adapting to changing environments.
Proactive planning involves anticipating future scenarios and preparing accordingly, while reactive planning addresses issues as they arise.
Proactive planning is generally more effective, as it allows for better risk management and resource allocation.
Even in unpredictable scenarios such as natural disasters or economic collapse, companies who have prepared for the worst generally fare better than those who scramble to adapt.
Businesses can get a jump on the competition by continuously monitoring market trends, investing in employee development, and creating a culture of innovation.
With innovative technologies such as AI and genetic manipulation revolutionising whole sectors, companies with the ability to make a fast pivot, or seize short-term opportunities perform best.
Regularly updating plans in the light of such sector upheavals ensures alignment with a dynamic business environment.
Preventing deficient performance requires a combination of:
As we’ve seen, structured planning helps optimise employee performance.
Make sure to implement regular performance reviews, provide constructive feedback, and set achievable goals.
Structured planning promotes continuous improvement and keeps employees’ efforts aligned with organisational objectives.
Strategic planning offers a range of benefits, including providing sustainable growth opportunities and helping retain the talent you need to achieve that growth.
Long-term planning ensures stability, creates innovation, and improves workforce retention.
In uncertain times, an effectively-planning organisation is better equipped to handle challenges and capitalise on opportunities. This is true both in the medium and long-term.
Planning and performance are intertwined. One provides the secure basis for personal development and growth that helps key talent flourish.
Preventing poor performance in the workplace requires proper planning, structured management training, and effective goal setting.
Organisations that proactively develop clear strategies and provide their employees with the necessary resources will see sustained growth and productivity.
If you’re looking to enhance your team’s performance, explore our Management Skills Training programs. Additionally, our Wheel of Life ® Assessment can provide insights into personal and professional growth, ensuring long-term success.
Start planning for success today and create a high-performing workplace.
Thanks again
Sean
Sean McPheat
Managing Director
Updated on: 15 March, 2025
Originally posted: 2 March 2012
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