Self-Diagnose Your Job Performance Problems Using the Behavior Engineering Model
Posted on May 18, 2017 by Kate Rodrigue, One of Thousands of Performance Coaches on Noomii.
Feel your job performance is not up to par? Try looking at it from the lens of a performance professional. You may be surprised at what you discover!
Unless you’ve worked in the training and development field, you might not be familiar with Gilbert’s Behavior Engineering model. It’s used as a tool to diagnose performance issues in the workplace. The basic concept is that our behavior – and subsequent job performance – is driven by a combination of environmental (information, tools and incentives) and individual (knowledge, capacity, motives) factors. For example, if you are competent at your job but there is little financial incentive to do it well, your performance may suffer.
We can use this tool to do some self-diagnosis our own job performance challenges. Let’s start by taking a look at the environment, and the information needed to do your job well. Do you know what is expected of you? Do you get regular feedback on how well you are performing? Are you given guidance about your performance? If not, you may want to address these issues with your manager.
Another common problem in the environmental category are the tools we need to perform well. Do you have the right tools? Are the procedure manuals clear and up to date? Do you have job aids or other support materials? You may be able to overcome this by soliciting the help of a top performer to create your own tools.
Motivation in the form of incentives is also an environmental factor. Although popular thought is people leave jobs because of their managers, versus their pay, we can’t underestimate the importance of incentives. Do you feel you are fairly compensated for your work? Are others in the same field making significantly more? Does your company offer career advancement opportunities? While you may not be able to change these, it’s worth knowing how your motivation could be tied to these incentives.
You have much more control over the individual factors influencing your performance. Knowledge and skills are critical to be successful on the job. Do you have the right knowledge and skills for your job? Could you take additional classes, or get a mentor to help you? Does the company offer training? How else could you acquire the knowledge and skills needed?
Capacity refers to the physical and mental ability to perform well. If you are ill, tired or mentally impaired, this may have a significant impact. While some of this may be outside your control, consider what you can control. Are you getting enough sleep? Should you ask someone for help? Could you take a vacation or work part time?
Finally, consider your intrinsic motivation. Even if all the other factors are in line, your willingness to perform a job well is key to improving performance. Do you feel the job is a good match? Are you compromising your values? Do you feel burned out from being in the same career a long time?
Did you notice any trends in your self-diagnosis? If you found that most of your challenges were in the environmental category, it may be time to consider a job change. Or, a chat with your boss. If most were in the individual category, consider getting a coach to help you set goals and create a plan for success.
