What actions should an organization take if performance data indicates a need for structural or process changes?

• A. Investigate root causes, consider role realignments or training, adjust roles or workflows, and communicate changes with rationale and support.
• B. Do nothing
• C. Punish teams
• D. Replace staff

Answer: (A)

When performance data shows gaps tied to structure or processes, the best move is to diagnose the underlying causes and design targeted improvements. Begin by investigating root causes: map the workflow, talk with those doing the work, and analyze where delays, handoffs, or unclear responsibilities occur. If the issue comes from roles not aligning with the work or skill gaps, consider realigning responsibilities or providing focused training so people have clear accountability and the right capabilities. If bottlenecks are in the workflow itself, adjust how work moves through the system—rethink steps, timelines, approvals, or tool use to remove friction. Throughout, communicate the changes with clear rationale and describe the support available during the transition, so teams understand the why and feel equipped to adapt. This data-driven, systemic approach tackles the factors causing performance gaps and promotes durable improvement. Doing nothing, punishing teams, or replacing staff address symptoms or create disruption without solving the underlying problems.