4/22/2018

1

Keeping The Job

Presented by: Teri Johnson, MRA, CESP NDACP 32nd Annual Conference May 4, 2018

Which often leads to…..

Fed-Up

Fired

Finished

Avoiding the “Fine, Fine, Fired” phenomenon

High Cost of Job Loss

Individual – emotional impact, negative resume, back in line to wait

Employer – emotional impact, hesitant to hireagain, negative experience, unconscious bias

Agency – emotional impact, $ jobdevelopment, $ job analysis, $ orientation, $ training, $ job retention,

potential loss of employer

Teri Johnson Consultation and Training LLC

4/22/2018

2

An ounce of prevention is worth……

Is it a good match?

Be mindful of the gap. What’s the stretch

between environment and tasks and the individuals strengths and preferences?

Are performance standards in place

and understood?

What are the expectations for productivity

and accuracy?

With what support from co-workers?

With what expectation for conduct?

Teri Johnson Consultation and Training LLC

4/22/2018

3

Avoid setting higher standard – look

closely at the workplace culture

“No news is good news”

also known as “Place and Pray”

Follow-along visits and calls should be tied

to performance standards

Performance issues should be

acknowledged and evaluated in a timely manner utilizing team approach

Support the employer’s process in addressing work performance concerns

Teri Johnson Consultation and Training LLC

4/22/2018

4

Human Resources – Management

Perspective

Consider the reason behind the problem in order to get to the root cause of the

performance issue

In order to provide effective support (Performance Improvement Plan) we start

by trying to understand the reasons for poor performance.

Inappropriate behaviors (“poor attitude”)Negativism, lack of cooperation, power games

Resistance to changeLack of flexibility in response to problems

Inappropriate interpersonal relationsInappropriate communication style, inconsiderate

Inappropriate physical behaviorPersonal hygieneIntimidating behaviors

University of Minnesota/OHR

Work Behaviors Resulting in

Performance Problems

Teri Johnson Consultation and Training LLC

4/22/2018

5

Strategy : Standing In The Circle

aka Standing on the X

aka Functional Assessmentaka Performance Assessment

Going to the actual place (the gemba) to observe and understand the real situation through direct observation and information gathering.

“Watch. What do you see?”

Taiichi Ohno, Toyota

Watch, what do you see?

Technical skills? Task analyze and teach (re-teach) systematically

Task design? Modify for efficiency and physical ease

Motivation? Assess “external” and “internal”

motivators

Performance Assessment/Functional Assessment

Watch, what do you see?

Performance Assessment / Functional Assessment

Environment at work? Watch for

distractions, interruptions, employee

changes, conflict

Environment beyond work? Home, health,

conflict

Social / communication? Changes

Is there a problem? Whose problem?

Teri Johnson Consultation and Training LLC

4/22/2018

6

Employers may refer to as:

OTI - Opportunity To Improve

PIP - Performance Improvement Plan

EAP – Employee Action Plan

Understanding Root Cause (function) Leads To

EMPLOYMENT Support Plan

When standards are not met,

employment support role will vary (may lead, may assist)

• Gather information to assist in understanding the “why”. Observe and interview.

• Establish baseline and target (what is current performance level and where does it need to be) and measurement strategy that supports data

based decisions.

• Develop support plan that outlines area of concern, expectation, support strategies and review process and timelines.

Visual Feedback

Single most important action in

influencing performance improvement

What does “faster” look like?

What does “on time” look like?

What does “accurate” look like?

What does “improvement” look like?

Teri Johnson Consultation and Training LLC

4/22/2018

7

Strategy: Visual Feedback

Visual Feedback Graphs

• Single most important action to influence performance improvement

What does “faster” look like?

What does “on time” look like?

What does “more accurate” look like?

What does “improvement” look like?

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Units/day

Target

Making Faster Visual

Making “On Time” Visual

Teri Johnson Consultation and Training LLC

4/22/2018

8

Making “Accuracy” Visual

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4/16/2012 4/17/2012 4/18/2012 4/19/2012 4/20/2012

Errors Per Shift

Allowable Error Rate

Making “independence” visual

Steady Improvement In Productivity

Teri Johnson Consultation and Training LLC

4/22/2018

9

Making “Wait” Visual

Teri Johnson Consultation and Training LLC

4/22/2018

10

Contact Information

Teri Johnson Consultation and Training LLC

teri431@Comcast.net

206-251-2420

Teri Johnson Consultation and Training LLC