How can you identify and address employee performance issues?

1 Set clear and measurable goals

One of the first steps to identify and address employee performance issues is to establish clear and measurable goals for each role and task. These goals should be aligned with your airport's vision, mission, and values, and should reflect the skills, knowledge, and abilities required for each position. You should communicate these goals to your staff regularly, and provide them with feedback and coaching on how they are progressing. By setting clear and measurable goals, you can monitor your staff's performance objectively, and identify any gaps, challenges, or areas for improvement.

3 Conduct regular and timely reviews

A third step to identify and address employee performance issues is to conduct regular and timely reviews with your staff. Reviews can be formal or informal, depending on the nature and frequency of the performance issue, but they should always be respectful, honest, and solution-oriented. You should prepare for the review by gathering data and evidence, identifying the specific performance issue, and outlining the expected outcomes and actions. You should conduct the review in a private and comfortable setting, and use a collaborative and supportive approach. You should listen to your staff's perspective, acknowledge their strengths and achievements, explain the impact of their performance issue, and agree on a plan for improvement. You should also follow up on the review by monitoring their progress, providing ongoing feedback and coaching, and recognizing their efforts and results.

4 Address underlying causes

A fourth step to identify and address employee performance issues is to address the underlying causes of the issue. Sometimes, employee performance issues are not caused by a lack of skills, knowledge, or motivation, but by external or internal factors, such as stress, conflict, health, personal problems, or organizational changes. You should try to understand the root cause of the issue, and provide your staff with the appropriate support, resources, or referrals. You should also consider whether you need to adjust your expectations, goals, or workload, or whether you need to provide your staff with more training, mentoring, or development opportunities. By addressing the underlying causes of the issue, you can help your staff overcome their challenges, and enhance their well-being and engagement.

5 Apply consistent and fair consequences

A fifth step to identify and address employee performance issues is to apply consistent and fair consequences for your staff's performance. Consequences can be positive or negative, depending on the nature and severity of the issue, but they should always be proportional, transparent, and documented. Positive consequences can include praise, recognition, rewards, or incentives, while negative consequences can include warnings, disciplinary actions, or termination. You should communicate the consequences to your staff clearly, and explain the rationale and expectations behind them. You should also apply the consequences consistently and fairly across your staff, and avoid favoritism, discrimination, or retaliation. By applying consistent and fair consequences, you can reinforce your standards and expectations, and motivate your staff to improve their performance.

6 Involve your team and stakeholders

A sixth step to identify and address employee performance issues is to involve your team and stakeholders in the process. Your team and stakeholders can include your supervisors, peers, subordinates, customers, or partners, who may have valuable insights, feedback, or suggestions on how to improve your staff's performance. You should consult with your team and stakeholders regularly, and solicit their input and opinions on your staff's performance, goals, and actions. You should also share your findings and decisions with your team and stakeholders, and seek their support and cooperation. By involving your team and stakeholders, you can foster a culture of collaboration, accountability, and continuous improvement in your airport.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?