Understanding Performance Challenges

Understanding people can be a difficult task. We all achieve more when we’re happy and healthy. Abraham Maslow, in his paper 'A Theory of Human Motivation', proposed there is indeed a “hierarchy of needs”.

 Beginning with Physiological (food, water, breathing) and Safety (shelter, job,
 health) then progressing to the higher levels of Belongingness (family, friends),
 Esteem (confidence, respect) and lastly Self-actualisation (creativity, problem
 solving).

 New Directions published statistics indicating that: 

  • 92% of employees report that personal problems have decreased their
     productivity during their working lives.
  • 40% of absenteeism is due to depression.
  • Depressed employees have up to 70% higher medical costs than 
    those without depression.
  • Personal and inter-personal problems cause 65% to 85% of
    involuntary terminations.
  
 Maslow proposed that an individual couldn’t progress to a higher level
 need until the lower need was satisfied.
 

As an employer or manager, personal issues for employees can often mean that we misjudge a ‘Performance Issue’ when the real need may in fact be something very different. At worst, by concentrating on performance issues without assessing the employee’s true need, we may fuel the problem by adding more pressure!

Whilst responsibility for attending to personal problems doesn’t fall to the employer, it is something that distinguishes employers of choice. Putting in place an Employee Assistance Program will not only show your employees that you care, but will enable them to grow personally and professionally; a win-win situation, ultimately adding to the organisation’s bottom line.