Performance gap
What should happen, and what actually happens?
Decision. Record the task, standard, observed result and source of evidence. Continue to impact.
Working method · TW-2026-11-11.1
Decision table
These are proposed rules for Wayne to test. Expand a stage to see what changes when you vary just one answer. The comparison assumes a material gap, clear expectations, adequate support, appropriate rewards, demonstrated skill and no other obstacle.
Impact
Is this gap worth addressing?
Decision. Significant or moderate impact continues. Little impact leads to monitoring. Unknown impact leads to evidence gathering.
Compare each answer
- Significant impact
- Next: Expectations. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Moderate impact
- Next: Expectations. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Little impact
- Next: Short report. Result in this example: Monitor the gap. Agree a review date and the change that would trigger another assessment.
- Impact is unknown
- Next: Short report. Result in this example: Gather impact evidence. Record rework time and customer impact for a representative sample, then reassess.
Expectations
How clear is the performance standard?
Decision. An unclear or missing standard suggests a management action. Continue checking for other factors.
Compare each answer
- The standard is clear
- Next: Working conditions. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Only partly understood
- Next: Working conditions. Result in this example: Management or environment. Agree an observable standard and ask the team to demonstrate its meaning.
- Expectations are unclear
- Next: Working conditions. Result in this example: Management or environment. Agree an observable standard and ask the team to demonstrate its meaning.
- No formal standard
- Next: Working conditions. Result in this example: Management or environment. Agree an observable standard and ask the team to demonstrate its meaning.
Working conditions
Does the team have what it needs to perform?
Decision. Flag the stated barrier and continue. A missing tool or support can affect a capable person.
Compare each answer
- Tools, time and support are adequate
- Next: Consequences. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Some resources or support are missing
- Next: Consequences. Result in this example: Management or environment. Check the barrier at the point of work. Restore the missing support or feedback and observe performance again.
- An operational barrier prevents the work
- Next: Consequences. Result in this example: Management or environment. Check the barrier at the point of work. Restore the missing support or feedback and observe performance again.
- Feedback or measurement is inadequate
- Next: Consequences. Result in this example: Management or environment. Check the barrier at the point of work. Restore the missing support or feedback and observe performance again.
Consequences
What does the workplace reward?
Decision. A conflicting incentive points to a workplace cause. Check competence before interpreting individual motivation.
Compare each answer
- Rewards support the intended behaviour
- Next: Skill and knowledge. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Good work receives little recognition
- Next: Skill and knowledge. Result in this example: Management or environment. Compare what receives recognition with the required standard. Trial one change and measure the effect.
- Poor performance is inadvertently rewarded
- Next: Skill and knowledge. Result in this example: Management or environment. Compare what receives recognition with the required standard. Trial one change and measure the effect.
- Desired performance is penalised
- Next: Skill and knowledge. Result in this example: Management or environment. Compare what receives recognition with the required standard. Trial one change and measure the effect.
- Consequences are inconsistent
- Next: Skill and knowledge. Result in this example: Management or environment. Compare what receives recognition with the required standard. Trial one change and measure the effect.
Skill and knowledge
What evidence is there that the person can do the task?
Decision. An evidenced gap supports skills development. Past success and frequency help distinguish instruction, practice and feedback. Unknown competence calls for a check.
Compare each answer
- Has demonstrated the skill
- Next: Remaining obstacles. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Has demonstrated part of the skill
- Next: Remaining obstacles. Result in this example: Skill or knowledge. Check previous performance before choosing instruction, practice or feedback.
- A specific skill gap is established
- Next: Remaining obstacles. Result in this example: Skill or knowledge. Check previous performance before choosing instruction, practice or feedback.
- Competence still needs checking
- Next: Remaining obstacles. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
Remaining obstacles
What else could explain the gap?
Decision. Consider task design and unresolved barriers. A motivation finding needs demonstrated skill, clear expectations, adequate resources, aligned consequences and specific evidence.
Compare each answer
- No further obstacle identified
- Next: Review findings. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- The task or process could be simpler
- Next: Review findings. Result in this example: Task or process. Try a simpler sequence on one job and compare quality and elapsed time.
- Another workplace obstacle exists
- Next: Review findings. Result in this example: Management or environment. Observe the obstacle, remove it where feasible and recheck the standard.
- Willingness may be a factor
- Next: Review findings. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Further development may help
- Next: Review findings. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Several possible factors need investigation
- Next: Review findings. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.
- Further investigation is needed
- Next: Review findings. Result in this example: Insufficient evidence. Review the evidence with the team and observe the task before selecting a remedy.