Perhaps the most critical step in the PI process is identifying the root causes
you will address with appropriate interventions. Root-cause analysis should
take place immediately following the review of performance gaps with the same
stakeholder group that helped to define desired performance. The outcome should
be the identification of a root cause for each gap observed.
There are a number of good root-cause analysis tools available to use with
the stakeholder group. These include the fishbone diagram, relationship mapping,
the why-why-why technique, the why-tree process and
many others. Select the tool that you are most comfortable with and that you
think will work best with your stakeholder group. In our experience, the why-tree
process is easy for groups to understand and a practical way to facilitate tool
selection.
Regardless of the tool you select, be prepared to uncover numerous root causesprobably
more than you can address within the parameters of your project. The process
for identifying the root causes should not be curtailed, however, even though
you may not be able to address all of them with specific interventions. Causes
that initially seem obvious may not be the only root causes, and it is
common to discover other related causes that may be easier to address than you
suspect. For this reason, it is important to pursue all lines of investigation
to the fullest and then use predefined criteria for eliminating causes not to
be addressed before selecting the appropriate interventions.
As stated in the introduction, all root
causes can be mapped directly to the absence of one of the five key performance
factors:
- Clear job expectations
- Clear and immediate performance feedback
- Adequate physical environment, including proper tools, supplies and workspace
- Motivation and incentives to perform as expected
- Skills and knowledge required for the job.
There are two advantages in anchoring root causes to performance factors: (a)
interventions become clear and more focused; (b) the root causes closest to
the performer and his or her work environment are identified. For interventions
to be sustainable, youand the performermust be able to address these
root causes.
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