I always find it amusing to watch TV commercials for anti-aging drugs and procedures. There is always the obligatory “before and after” pictures. The “before” photo resembles somebody’s mugshot. No smile, no expression. The “after” photo shows a smile, heavy makeup, and strategic lighting. The transformation is miraculous. Or is it?
The same applies to “before and after” weight loss products. The “before” shows a guy deliberately sticking his beer belly out. The “after” of course show a tanned and slimmed guy. Another miraculous transformation? Maybe not.
When it comes to improving the performance of our team, we often address problems only when they become major distractions. If an employee is willing to make changes, even small changes can look like major improvements. If that satisfies us, then we’ve only mildly addressed the problem
It’s sort of like those “before and after” pictures isn’t it? If the “before” was not all that bad, the “after” looks like a major breakthrough. I’m interested in seeing the “after” photos of the woman without the makeup and special lighting and the man, without the spray tan and starvation/dehydration sessions before the photo shoot. Was the “before” really that bad? If it wasn’t, then the “after” won’t be that great.
This week, think about better ways to get improvement. Here are some suggestions:
- Stop little problems before they become big ones. We usually only notice big problems. By then, the solutions will be more painful and costly. Make sure the “before” isn’t horrific before addressing it.
- Hold employees to a rock-solid standard. Don’t measure improvement against their former performance. Use the standards that you expect. A small percentage of improvement against past performance might seem like a win, but they’re still way below standards.
Maintaining excellence is one of your primary goals as The Boss. Don’t let false standards and weak comparisons take away from that. Measure the right things and have those tough conversations. It’s your job.
