Behaviors vs Results

One of my favorite management tools is the behaviors vs results matrix.  I think it is one of the best and simplest employee analysis tools available.  It’s been a while since I’ve thought about this matrix. It was nice to get back to it.

What makes the matrix so great is its simplicity.  The premise is, we manage two elements; employees behaviors and their results.   Behaviors are just that, the behaviors.  Is the person acting the way they are supposed to? Are they an ass or are they working with the team to achieve great things?  This can be fuzzy, but good companies have clear definitions of expected behaviors and display them prominently.  Think Google: Don’t be Evil.

Results are easier.  What are your people supposed to accomplish?  Did they do it? Yes or no.

Once you’ve assessed each person on the team, put their name in a quadrant.

If they are meeting results and exhibiting the expected behaviors, top right. – Keep em, they rock!  Shower them with LOVE!

If they are meeting behaviors but not results. Put them in the top left.  – Try to move these people to the right.  These people are great, they have the right attitude, they exhibit the desired corporate values and behaviors.  They just aren’t getting the results.   It could be a fit issue.  It could be a technical issue with execution, etc. Work with them, get close, dig into their work process and look for ways to move them right.  They just might need a little coaching, or they might be in the wrong job. Either way, they are valuable. Find a way to keep them.

If they are meeting results, but not exhibiting the desired behaviors, put them in the bottom right box. –  Folks here have attitude problems. Not exhibiting the desired behaviors is a choice, and they are choosing NOT to play nice.  Set strict timelines to move them up or move em out. Don’t be wishy-washy. They need to get with the program or move on.  No one is so valuable they should be allowed to ruin an environment.

If they aren’t meeting behaviors or results put them in the lower left box just long enough to get rid of em.  That box should always be empty. If someone is in it more than 30 days, you, as the leader aren’t doing your job.  Get to H.R. and get them out as fast as you can.   It’s too much work to try and save people in this box.  They have a bad attitude, and they aren’t adding any value to the org.

I love this matrix. See, it’s simple!