The Three Reasons Why Employees Underperform

Jay Forte, MS, CPC, ELI-MP

Author, motivational speaker & certified life and CEO Coach, host of The Greatness Zone Podcast

What an ongoing struggle it is to get employees to perform. At HR conferences, Vistage and CEO meetings or Organizational Development groups, the topic always seem to be about getting our employees to step up and do great work.

In all my years of teaching and consulting around workplace performance, I see three reasons why employees consistently underperform: they incapable, they are disconnected or they are unclear.

  1. Employees are incapable. Employees who are incapable have core abilities that do not align with the abilities required to complete the activities of the job. Every job has very specific activities that are key to performance and therefore success in the job. For example, the activities of an accountant are to close the books, create reports, analyze performance, ensure compliance with procedures, etc. These activities require a strategic, analytical, methodical and detail-oriented person. If your accountant employee is not that, performance is a challenge. Many times the primary reason for employee underperformance is in hiring employees who do not fit their role – they do not have the abilities that align to the specific needs of the job. Solution: Include the required abilities in addition to skill and experience criteria when defining the performance profile of the job; hire for abilities as well as skill and experience.
  1. Employees are disconnected. Employees who are disconnected do not share or understand the direction, vision, belief or mission for the business; there is no emotional connection to the business. When employees understand the beliefs and vision of the business and they align with their personal values, they are more engaged, committed and passionate about their performance. Think of the way employees who work at Google feel about innovation, the way employees feel about coffee at Starbucks, the way employees feel about service at Zappos, the way employees feel about the outdoors at Patagonia. Our performance is fueled by our passions and values – and diminished by our lack of interest or connection. Solution: clearly share your vision and belief about the business and source/hire employees who share your beliefs.
  1. Employees are unclear. Most employees do not have or understand their specific performance expectations – they don’t know what a successful or “done right” outcome is; they have no performance standard. Here is a personal example: when my kids were younger it seemed we were always in conflict with them about keeping their rooms clean. The problem was we didn’t share the same definition of “clean room.” So, once the room was cleaned “at expectation,” we took a picture – then taped it to the door. This became the standard of how a room was to look when we said “clean.” We all shared the same expectation or standard and now could hold them accountable for delivering this specific performance. In the workplace, employees need the same guidance about what a successful performance outcome is so that they can be held accountable to deliver it. This clarity lets them use their abilities to determine how to deliver the outcome. Solution: improve the clarity of performance expectations to ensure employees know what is expected and can perform accordingly.

Sustainably high performance requires that employees’ abilities fit the activities required of the job, they share the values, beliefs or mission of the business and they clearly know their performance expectations. We can’t expect employees to bring their A-game if we haven’t set them up to be successful. Once in place, it is fair to expect great performance.

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Introducing AFOLABI the Champ

Its official!!

“BABY O” & “BY THE WAY” by AFOLABI officially drops!


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kindly BC and tweet with d tag #BabyO #Bytheway #JDB

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Thanks n God bless

Happy New Month!

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How To: Communicate In An Interview

You’ve cracked the nerves, now you have to impress your interviewer with knowledge, confidence and experience – becoming more than just a CV in a pile of other, perhaps more impressive, CV’s.

There is only so much you can pick up from a piece of paper. I have met some people who, conventionally, tick every box – they have good grades, great experience, are fully qualified – but as soon as they walk through the door, they are as dull as dishwater. You can be mediocre in content and experience yet still convince the interviewer and get the job. It’s about how you present yourself, about your communication skills. If I listed the things that stood out about every person I have ever hired, personality and the ability to communicate would rank the highest. Here are a few of my key ‘take home’ tips on how to communicate in an interview.

Break the ice

It’s always good to connect with the interviewer on a personal level, this will not only show your communication skills, it will humanise you both. Look at your surroundings; perhaps you might see a family photograph or an award certificate. Now you can say ‘I notice you won X award, that’s a great achievement. Who were you up against?’ engaging in conversational dialogue is an essential skill and your interviewer will be impressed.


Once the conversation has started to flow, it’s time to engage with the interviewer and apply the research you’ve conducted about the business and the role in question. I will always ask a candidate what they have learnt about my business in every interview I conduct and expect a little more than a quick Wikipedia search response. You should be able to tell me about our ethos, our competition, who we’re comparable with and any interesting news we’ve shared recently – now that tells me you’re serious about the job on offer. Here is your opportunity to ask as many questions about the role as you can, ready to match your experience with the required skillset and prove you’re more than competent.


The pinnacle of the interview process is illustrating how you can add value to the role and become the missing part of the puzzle in the interviewers’ eyes. This is where STAR comes into play.


Start by giving a backstory and setting the scene – the who, what, where and when. Introduce a challenge you faced by giving your interviewer a little context.

JC example: ‘When I was a young boy I spent a lot of time watching my father and knew that one day he would want me to carry on the family business , but didn’t want to’.


Next you explain what was required of you, what did you have to achieve? Share your thought process and how you intended on accomplishing the task.

JC example: ‘I had to find a way of starting out on my own and find an alternative route that would help convince my father I was able enough to make my own decisions’


What did you actually do to make it happen? How proactive were you in ensuring the completion of the task? Here you can highlight any personal attributes that were tested, always referring back to your desired role.

JC example: ‘I decided to challenge traditions and start my own business. I was continually challenged throughout my journey and like many other entrepreneurs, sometimes questioned whether the long hours were worth it or not’


What did you learn and how have you effectively applied this? Explain what your actions achieved and whether or not you met your objectives.

JC example: ‘I managed to identify a gap in the market and used every bit of passion, drive and dedication I had to make it happen, whilst continually developing essential soft skills such as communication, teamwork and decision making.’

If you have followed this process, 9 times out of 10 you’ll be in a very good place. You will instinctively know whether the interview has gone well or not but leading the interview like this shows you are eager yet respectful and sure to make a lasting impression.

Then it’s time to play the waiting game…

For more interview tips, download my app for free.


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7 Lies Employers Use To Trick You Into Working For Them

I got this letter from a LinkedIn reader:

Dear J.T.,

Why do employers lie to get you to take the job? The last two companies I’ve worked for have done the same thing. They promise me things, but once I’m in the job, they don’t deliver. I’m tired of getting taken advantage of and don’t now how to make it stop. What am I doing wrong?

This happens a lot. And frankly, it’s going to get even worse as the talent shortage increases and companies play dirty to get candidates to take their jobs. Here’s an article which explains this growing trend…

Why Some Employers Have Rose-Colored Recruiting Glasses

While some employers are starting to properly reveal their Employment Brands, it could take a while for others to recognize the need to accurately convey what it’s like to work for their company – and that will hurt their ability to hire effectively.

For example…

Companies that pull the bait-n-switch (like what the poor professional experienced above), are usually desperate to improve their troubled company – and assume hiring new talent will fix their problem. They make promises to themselves, “If we can just get the best talent in here and turn things around, we can actually make good on all these promises we’re making while recruiting them.” In their minds, hiring you will give them the results they need to make those promises a reality. Unfortunately, hiring alone can’t fix a failing company or a broken corporate culture. Before you know it, the company is making excuses why they won’t deliver on those promises – and may even try to make you feel bad for asking. As if it was your fault!? Sound familiar?

7 Potential Lies Told In The Hiring Process

Any time a company makes the following claims, you should push back and try to get more information before assuming it’s the truth. While some can deliver, others can’t – and it’s up to you to figure out which ones are sincere. The potential lies are:

  1. There’s a lot of opportunity for advancement.
  2. The bonus structure will double your income.
  3. Your territory is protected and we won’t change it.
  4. You’ll get extensive training.
  5. You’ll have scheduling flexibility and can work from home on occasion.
  6. We’ll hire you some help when it gets busy.
  7. Once you fix this problem/department/project, etc., you’ll get to work on something new and exciting.

In order to avoid being taken advantage of, the secret is to learn to master the very same technique recruiters have been taught to spot a fake in an interview.

Use “Reverse Behavioral Interviewing” To Reveal Employer’s True Self

Behavioral interviewing is a technique recruiters use to help determine the personality, aptitude, and true experience level of a candidate. They’re historically open-ended questions designed to force candidates to provide more detailed answers to questions that address things like their:

  • ability to work in teams
  • work style
  • track record of success
  • ability to overcome adversity
  • capacity to cope with change

Recruiters use behavioral interviewing to explore candidates’ depth of knowledge and ability to answer the questions in a way that matches the goals, values, and needs of the organization. [A free tool with some of the most common behavioral interview questions can be found here.]

They’re also trying to identify and eliminate any liars, under-performers, or high-maintenance candidates. Hiring is expensive. Behavioral interviewing is meant to help minimize bad hires.

What If You Could Do The Same?

You can!

When your turn comes to ask questions in the interview (usually, at the end of the conversation), you can prepare a list of open-ended behavioral questions that will force the employer to articulate more clearly how they deliver on the promises they’re making. For example, check these seven questions as they relate to the potential lies above:

  1. Can you give me an example of someone who was hired in the last two years to a similar role who has already advanced in their career here? In particular, can you explain what they did to make that happen?
  2. Can I meet someone in the company who has doubled their income with the bonus structure? I’d like to learn more about how they accomplished that.
  3. I know territories can change as the business changes, what do you put into place to ensure this never happens? Is there a written legal contact of some sort?
  4. Can you break down the formal training versus the informal training I will receive? And, may I speak to someone who has been in this role a year to see how they best used the training to their advantage?
  5. What is the procedure for requesting to work from home? Can I speak to someone who uses this scheduling flexibility so I can learn what he/she is doing to make sure she is meeting the company’s goals when working remotely?
  6. Can you share with me a recent example of someone who was hired on to help due to growth. What is the company’s process for identifying and funding additional headcount?
  7. Can you share with me a recent example of someone who was hired on to fix a problem and has now gone on to a new project? What did they do to ensure they were given the opportunity to move on?

Each of the questions above are positively framed to show your sincere interest in the company’s approach to delivering on these promises. It’s up to them to give you an answer that sounds accurate and compelling. If they start to dance around the subject, or don’t have a clear cut answer, you know they aren’t telling the truth.

Difference Between Working “For” An Employer & Working “With” Them

Learning how to reverse behavioral interview a potential employer is a very important step in becoming a more sophisticated and successful job seeker. When you realize you want to work “with” employers and not “for” them, you can begin to approach the job search with your eyes wide open. You deserve the best opportunities, and that means improving your interview skills so you can spot the less-than-ideal employers. Use the technique above to help you get better at finding the right fit for you!

One last thought on being a better job seeker… If you really want to become a more sophisticated job seeker, I strongly suggest you take control of your search by creating an “Interview Bucket List” of employers you’d like to work with. You can read how to do that in this LinkedIn article.


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Happy Birthday Pastor Saki



Josh Dreey Blog Sends a Big Happy Birthday Shout Out to A LEGEND in the Making!
PASTOR Tamunosaki Boywhite. (Pastor Saki)
Grace and peace is multiplied unto you!

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This is the Jam of the Season!
If you don’t sing this song to your spouse, your love should be questioned!


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DISCLAIMER!!! #thisisnotSinach ooo @Sinach

This is to formally announce to you that the above work is a disclaimer! @Sinach has confirmed it!

Check @Sinach Twitter and image
Thank you all for your love for @Sinach!
She loves you all!

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Touching Story on the Relevance of Jesus to our World Today!

A pastor was struggling to prepare his sermon and didn’t want to be disturbed by his five year old daughter, so he removed a map of the world from his study, tore it into pieces and gave it to her to assemble with the promise that he would answer all her questions and play with her when she was done. He knew she would never be able to fix it. To his amazement, in less than five minutes, she returned to him in his study with the map in perfect shape, every continent and every country in its place. The surprised father asked, ”Honey, u don’t know anything about geography, so how did u fix the world so easily and quickly? The five year old girl smiled sweetly and replied, ”The picture of JESUS was at back of the map and i knew that if i have JESUS in the right place, the whole world would be in perfect shape”That was just the right inspiration he needed for his sermon. He thanked his daughter and prepared a powerful sermon on the subject Fix your world by placing JESUS at the right place. Just place JESUS in his rightful place and your life will be in order. I hope you understand this just like I do. Like, share, tag, comment, spread it to the world, let them know that THEIR WORLD CAN NOT BE COMPLETELY FIXED WITHOUT JESUS…

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AOG Graphics – For Authentic Graphical Works!

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Frank Edwards – The First Ever JOSH DREEY PERSONALITY (January Edition)


Frank Edwards #FE

Frank Ugochukwu Edwards, simply known as Frank Edwards is a Nigerian contemporary Christian singer-songwriter and recording artist from Enugu, Enugu State; a producer, song writer,singer and performing/recording artiste >>lover of God 🙂


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