Often there might arise a scenario where an employee’s performance doesn’t meet the expectations and thus the employer questions it. The foremost settlement considered here is the training of the employee to make them perform better and exhibit productivity in the workplace. And that’s where the performance analysis quadrant (PAQ) comes in. It is a tool utilized to navigate the most optimal solution for such circumstances. This tool seeks an answer to two fundamental questions, which are:
- Does the employee hold enough knowledge about the job?
- Does the employee have the right attitude to perform well at the job?
It does so by allocating a rating to the employee between 1 and 10 for every answer, and then, placing the employee in one of the 4 PAQs.
- Quadrant A (Motivation): In case the employee has adequate skills and job knowledge but lacks appropriate attitude, it comes under a motivational problem. Here, an employee’s behavior needs to adjust.
- Quadrant B (process/ resources/ environment): In case the employee holds both a good attitude and job knowledge, however, displays poor performance, then the cause of the problem might be outside the employee’s control. For instance, maybe the workstation is not designed ergonomically, lack of time or resources, etc.
- Quadrant C (selection): In case the employee lacks knowledge, skills, as well as attitude, or desire to do the job, the individual has been placed in an improper position. Here, transfer or discharge might be considered.
- Quadrant D (Training/ coaching): If the employee is willing to perform but has a dearth of needed skills and knowledge, then managers may consider coaching or additional training in this case.