When performance falls short, blaming the person is not enough. Neither is assuming there are only four possible causes.
Four useful areas to examine are:
- Clarity: Was the expected outcome understood?
- Capability: Did the person have the relevant skill, experience, and support?
- Friction: Did approvals, tools, workload, incentives, or dependencies obstruct the work?
- Commitment: Was the person willing and able to give the work appropriate attention?
These areas overlap, and other causes may exist. Before making a consequential employment decision, examine the evidence, give specific feedback, and follow a fair process. System design and individual responsibility can both matter.
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