Analysing workplace performance problems can be broken down into a seven-stage process as shown in the list below. Following this process can be a useful precursor to some workplace coaching and give added focus.

You can apply this process to any performance problem affecting your business, such as poor sales or an increase in customer complaints. Equally you can apply it to analyse performance opportunities, such as increasing sales or professional service income. (From Nigel Harrison, Improving Employee Performance.) 

Step 1. What's the problem? It's important to identify the real problem, not the assumed problem

Step 2. Who is involved? List everyone who has an impact or involvement

Step 3. What is happening now? Describe what is happening, what the key people are doing etc. Try to find facts, figures; anything measurable

Step 4. What do we want to happen? How would you like things to be in the future? How will you know when you have reached the desired future state? Try to visualise a strong picture of what success looks like  

Step 5. What is the cost of the gap? What would happen if you did nothing? If you cannot find a serious gap then it makes sense to leave things alone

Step 6. What are the causes and potential solutions? At this stage you may wish to introduce a coaching approach and explore options and solutions with those most closely associated with the issue in hand. Note down all potential solutions

Step 7. Action plan. Look at your list of potential solutions. Cross out those that are:

1. Just not feasible
2. Whose costs would outweigh their benefit.

Highlight those that:

1. Can be easily implemented
2. That will give the best results for minimum effort.

Make an action plan of the things that you agree you will try. Ensure that there is agreement to the plan and that it is specific in terms of who will do what and when.