What do you do if your Operational Planning professional lacks essential qualities?
Operational planning is a vital skill for any organization that wants to achieve its goals and objectives efficiently and effectively. It involves defining the activities, resources, and timelines needed to execute the strategies and policies set by the higher-level management. However, not every operational planning professional has the essential qualities to perform this role well. What do you do if you encounter this situation? Here are some tips to help you deal with an underperforming operational planner.
The first step is to identify the specific areas where your operational planner is lacking. Is it their technical knowledge, communication skills, analytical abilities, or problem-solving skills? You can use various tools and methods to evaluate their performance, such as feedback surveys, performance reviews, competency frameworks, or self-assessments. Once you have a clear picture of the gap, you can prioritize the most urgent and impactful areas to address.
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This is something that we can prevent, that's why a specific interview when you are going to hire a professional for this position is important. Also at least 3 months after hired, in the trial time, you need to evaluate the person, if you see a hugh lack of knowledge, well,it's time to look for a new professional, don't waste your time trying to push up somebody that may cause delays or wrong decisions that affect your objectives and your team objectives. Remember, if you want to be a successful person, you need a team with successful people.
The next step is to offer your operational planner the support and guidance they need to improve their skills and competencies. You can assign them a coach or a mentor who can help them develop a personal development plan, set realistic and measurable goals, and monitor their progress. You can also encourage them to seek feedback from their peers, clients, and stakeholders, and to reflect on their strengths and weaknesses. Coaching and mentoring can boost their confidence, motivation, and accountability.
Another way to help your operational planner enhance their qualities is to provide them with relevant and accessible training and development opportunities. You can explore various options, such as online courses, webinars, workshops, seminars, certifications, or degree programs. You can also facilitate their participation in internal or external projects, networks, or communities of practice that can expose them to best practices, new trends, and diverse perspectives. Training and development can increase their knowledge, skills, and network.
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The first and most important step is to individually and directly address the issue with him, discussing ways to improve the current situation. These conversations may involve identifying essential qualities such as detailed planning skills, problem-solving ability, communication skills, or any other aspect crucial for enhancing the role. Subsequently, you can serve as a mentor to him, aiding in refining his skills by offering necessary guidance and training. Such continual support can assist him in evolving into the optimal version of himself within his role.
The final step is to track and recognize your operational planner's improvement over time. You can use various indicators and measures to evaluate their performance, such as key performance indicators, customer satisfaction ratings, quality standards, or efficiency metrics. You can also solicit feedback from their coach, mentor, peers, clients, and stakeholders to validate their improvement. You should acknowledge and reward their achievements, such as by giving them positive feedback, recognition, incentives, or promotion opportunities. Monitoring and rewarding improvement can reinforce their behavior, commitment, and loyalty.
If your operational planner lacks essential qualities, you don't have to give up on them or replace them. You can use these tips to help them grow and excel in their role. However, if they show no signs of improvement despite your efforts, you may have to consider other alternatives, such as reassigning them to a different role, offering them a severance package, or terminating their employment.
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