Peter Drucker once noted, “The productivity of work is not the responsibility of the worker but of the manager.”

If you are a manager, you may be tempted to reply, “They don’t have the skills they need”, “They don’t care if the job gets done”, “The admin people keep causing them problems”, “The company doesn’t give them the right tools”, or even “But they are lazy!”.

You may be right, but ALL of these things, and many more, are YOUR responsibility as their manager.

So stop and think today, “What can I fix that will help the people on my team get their job done better?”

Then tomorrow, think the same thing again. This is the crux of your role as a manager, helping your people do well. When you get that cracked, then you can call yourself a good manager.

Here is a checklist of things to consider when correcting poor performance.

My best wishes, Paul

By Paul Matthews – Speaker/Author/Consultant on Informal Learning and Workforce Capability
Author of bestsellers “Capability at Work: How to Solve the Performance Puzzle
and “Informal Learning at Work: How to Boost Performance in Tough Times
Connect with Paul on LinkedIn