Want to improve your people's performance?

Most of us have areas of our work which can be improved. Thus, it makes sense that people managers should point out to their staff where they are falling short, and help them by telling or showing them how they can improve.

Adult learning theory says that there are four stages of learning:

1. Unconscious Incompetence: We are not performing well, and don't know it
2. Conscious Incompetence: We still are not performing well, but are now aware of our shortcomings
3. Conscious Competence: We know what to do, but can only perform competently when we are actively paying attention and thinking about how to do the activity correctly
4. Unconscious Competence: We do things the right way without having to think about it

In order to help someone improve, his/her manager needs to know what stage of learning they are in. This is because each stage of learning needs a different approach.

1. Unconscious Incompetence: The employee needs to be given information about the right way to do the activity along with a simple illustration of the difference between the way he/she is doing it and the correct way. It is important that this be done without judgment, or the employee's Reptilian Brain will take over and the information will be lost. The person giving the feedback needs to have the employee’s respect and to be seen by him/her as an expert in his/her given area. This means that the manager might not be the best person to give the feedback, particularly if they are not a subject matter expert.
2. Conscious Incompetence: The employee needs gentle reminders from the manager that he/she is still falling back to their old ways, along with praise for sometimes catching the behaviour and an affirmation that they will succeed over time. The manager’s own disappointment and frustration needs to be controlled so these emotions do not show in either their verbal or non-verbal language. A twinkle in the eye and a smile as the manager gives these reminders will keep the employee open to receiving feedback.
3. Conscious Competence: The manager can give the employee praise and a pat on the back whenever they see the employee performing well. They also may ignore the times that the employee falls back into old habits, as they know that the employee is already aware when they mess up and that practice makes perfect.
4. Unconscious Competence: The manager can thank the employee for meeting the challenge to improve and for working hard to achieve their new competence, letting them know that they are proud to have them on their team!