Employee peak performance is becoming increasingly important to organisations that want to also increase Leadership Experience (LX). Many organisations do not have the right organisational structure to support potential, nor does their culture expect and celebrate peak performance in employees. So how does your organisation identify potential for peak performance before you make a new hire? And what strategy do you deploy that turns potential into performance?
According to Ken Tucker, strategist, disruptor and leadership consultant (who is also the LX Columnist for cxi.today) employees can be mapped across four quadrants in order to identify and cultivate peak performance.
A Performance Impact Quadrant is useful to help a leader or manager chart the level of performance they observe from each employee. By using this tool a leader will discover opportunities to position an employee more suitably in a role that positively increases their experience and performance at work.
For example, based on this diagram of the quadrant, the employee a manager places in the top right hand quadrant has demonstrated an insatiable appetite, natural aptitude and proven ability for the tasks they are required to perform. The effective leader will forge an intentional partnership with this person helping them align their personality and skills with tasks that push them to set and achieve higher goals.
Employees that a manager places in the bottom right hand quadrant demonstrate a growing appetite, natural aptitude, and unexpected (sometimes at a surprise to the employee) ability for the tasks they are required to perform. The effective leader will provide targeted opportunities which will expose this person to training that aligns with their appetite, aptitude and ability.
Employees placed in the top left hand quadrant demonstrate a minimal appetite, lack natural aptitude, but have a repetitious ability (they can repeat what they have been specifically trained to do), for the tasks they are required to perform. Effective leaders will set a timeline together with these employees by the end of which a suitable role that is aligned more with each employee’s personality and skills will be identified. Failing this there will be a plan for separation.
Employees that are placed in the bottom left hand quadrant demonstrate that they possess no appetite, aptitude or ability for the tasks they are required to perform. The effective leader will direct the employee to seek a new role that re-aligns their potential with the tasks in a different role.