by Adele Gregory

Created on: August 12, 2011

Performance at work is like health. Each of us is born with certain strengths and limitations but how we actually fare can be influenced by physical, emotional, social and environmental factors. The exact conditions someone needs to fulfil their potential are, of course, quite personal but below are a few things which can get in the way.

Uncertainty
Uncertainty is the common ancestor of many, many performance problems. It’s more than a matter of how to do the job. People can be unclear about how much is enough, when to stop, how much to do by themselves and the limits of their authority. When uncertain, highly conscientious or anxious employees often overshoot the mark. They can try to be too perfect, comprehensive or deferential which reduces their productivity by slowing them down. Other workers may feel more confident about guessing but making good decisions also takes time and guesses can be wrong.

Conflict
Conflicts in the team are an obvious cause of performance-eroding stress and can affect bystanders who have to work in the atmosphere they create. But tension between people is only one type of conflict.

Conflicts can also be internal, in the form of mixed feelings. People are sometimes perplexed by a sudden loss of confidence or drop in performance until they realize that they’re pulled in different directions by competing needs or goals. It can be difficult striking the right balance between speed and accuracy, for example, or getting on with the job versus stopping to help others. Even more serious is when someone perceives a clash between what they believe in and what they’re being asked to do.

Dealing with conflict is like having a second job which can drain time, energy, concentration and self-confidence from the first. It’s why good time management trainings always include a section on assertiveness.

Levels of Noise and Interaction
Surprisingly, there isn’t an ideal level of background noise or distraction that suits everyone. Some people’s mood and performance is hampered by being in an environment where things are too quiet and isolated. Others find it impossible to stay focused in the midst of noise and conviviality. It’s similar to how much input people need from their manager – some perform better with regular contact, others when they’re left alone. These influences aren’t always obvious so it’s an area to check if someone is struggling with their performance and can sometimes

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