Ranking employees in the workplace is part of determining who is good and who needs help. As a new manager,  I remember spending days agonizing the process of ranking my leaders. I was new to the role with little training and had to figure it out. Getting started was easy because I could quickly identify the top performers. Where it got kinda sticky was in the middle and the selecting the bottom performers. Once done, it was done set in stone and emailed to by boss. The follow-up question from my boss was “why” especially the bottom performers. I will have to save that story later.

As I developed into a more effective manager I found a better process to rank employees without feeling as if I am ranking them. The method I am going to show you sets the foundation for developing your employees. This process has been used by managers and/or supervisors in many organization with great success who struggle to rank employees.  The process is to categorize your employees by determining their Willing and Capability of their current role.   The following is the secret of assessing your team based on these two categories.

Let’s first define Willingness and Capability.

Willingness: The person is proactive and exhibits a positive attitude towards the responsibilities of the job. The person “wants” to do the job.

Capability:  The person has the aptitude to perform the expectations of the job consistently. This may include a physical requirement or just “brain power” to do the job.

The following is Matrix in which you can quickly create anywhere to assess both the Willingness and Capability of each member of your team. Let me describe the headers of the matrix before we begin.

Cannot – The person does not the capability to perform the current role. Historical it has been proven that the person cannot keep up with the responsibilities such as the rate of the job.

Can Do – The person does have the capability to perform the current role. The person has proven that he/she can perform to rate.

Will Not – The person does not want to perform to the expectation of the current role. Even though the person may have the capability, however, the person has decided not to place forth the effort needed.

Will Do- The person has demonstrated the right attitude in performing the role despite if the person cannot meet the current capability requirements. The person “wants” to do the job and do it well.

Example matrix:

Now that you understand the concepts of the matrix, before you begin adding names to the matrix let me ask you a question. What is the best category a person in your team to be in?  Yes, the Will Do / Can Do category of the matrix. What does this mean? This means that not only does the person have the capability to perform the job to expectations the person exhibits the right attitudes towards the responsibilities of the job. The person “wants” to do the job. Now, what is the least favorable category? Yes, The Can Do / Will Not category.  This means that the person is capable of doing the job but for some reason exhibits a negative attitude of doing the job.

The following is an explanation of each of the categories:

Category Explanation Possible Solution
Will Not / Can Not The person exhibits a negative attitude towards the responsibilities and does not have the capability to perform the job to expectations. Set specific goals with the person and consistently follow up may be required. Or the person may have already decided not to perform the responsibilities thus my need to be managed out.
Will Not / Can Do The person exhibits a negative attitude towards the responsibilities and does have the capability to perform the job to expectations. You have to determine why the person will not. Set specific goals with the person and consistently follow up may be required. This may be a situation where the person may feel neglected by management.
Will Do / Can Not The person exhibits a positive attitude towards the responsibilities and does not have the capability to perform the job to expectations. Set specific goals with the person and consistently follow up may be required. This may be a training issue where the person lacks the necessary training to perform the responsibilities.
Will Do / Can Do The person exhibits a positive attitude towards the responsibilities and is performing the job to expectations. The person will need to be challenged above their current responsibilities.  These are our star performers.

 

Here is your assignment. Create a matrix and begin place names in each of the categories. Once you have determined the names each of the category, the question now becomes “What are you doing to move each of the person closer to the Can Do / Will Do matrix?” The strategies and tactics may be different for each of the individuals but this is a start to get you going. Once you are done with the names and with the strategies, show this to your manager or peer to get some feedback. They may have different insights of the person.

That is your assignment. This is an ongoing process of continuous improvement.  Please return and add your comments so we can provide some feedback.

Here is the tool to get you going.

Are you ready to make a difference?
Making a difference does not require that much additional action. But it does require a systematic approach. Join TODAY and learn how to make a difference plus you will get a FREE Management Course.
We respect your privacy.
Rafael
Follow me

Rafael

Blogger. Virtual Management Consultant. Investor.
Our purpose is to help front line leader manage through the frustration and become focused and results oriented.
Rafael
Follow me
Click here to join
Are you just going through the motions?
Stop going through the motions and learn the effective way to manage in any industry or business.  Join Now and get a FREE course : How to become an Effective New Manager. 
We respect your privacy.