How can you manage poor performance without damaging morale?

As per my experience addressing poor performance through private, constructive conversations, emphasizing improvement opportunities rather than blaming will create effective results. Set clear expectations, providing guidance on specific areas for enhancement. Offer support and resources for skill development. Recognize achievements to maintain morale and boost confidence. Establish a performance improvement plan collaboratively, outlining achievable goals. Regular check-ins allow for progress evaluation and adjustments. Encourage an open dialogue, seeking input on challenges and potential solutions. Approach the situation with empathy and a focus on growth, creating an environment where employees feel supported rather than demoralized.

As HR practitioners, we need to find out the root cause of poor performance at the earliest stage. Poor performance can result from various internal or external factors affecting the organisation or the individual employees. If the problem is specific to an employee, we need to conduct a thorough evaluation and take appropriate actions. We can help the employee improve their performance by motivating and inspiring them to align with the organisational goals and providing them with regular feedback, coaching and mentoring.

Before addressing employee underperformance, it's crucial to identify its root cause. Is it a lack of skills, motivation, or personal issues? Could it be a clash between expectations and reality? Through open-ended conversations and empathetic listening, uncover the reasons behind the performance dip. This understanding forms the basis for tailored solutions that nurture a supportive and growth-oriented workplace. Let's prioritize understanding to empower our teams and drive lasting improvements.

Bien clarifier pour tous les 3 principales menaces et les 3 principales opportunités pour le moyen terme. Toutes les actions doivent démontrer leur prise en compte de ces 6 risques. C'est tout. Autre idée : acheter un cahier en papier (pas à spirale) et y noter tous les dysfonctionnements au fil de l'eau : c'est le début et la base de l'amélioration continue. C'est simple ! Clearly clarify for everyone the 3 main threats and the 3 main opportunities for the medium term. All actions must demonstrate their consideration of these 6 risks. That's all. Another idea: buy a paper notebook (not spiral-bound) and write down all the malfunctions as you go: this is the beginning and the basis of continuous improvement. It's simple !

This is the first step to Implement performance management system . you must set (SMART) goals to measure it , review and feedback your subordinates

Setting SMART goals with employees is key to improving performance. Align these goals with organizational objectives, strengths, and available resources. Communicate clearly and document in a Performance Improvement Plan for mutual clarity and success. #SMARTGoals #PerformanceImprovement #EmployeeDevelopment

Managers play a crucial role in helping their team members understand what success means for their role. This can be achieved by providing continuous feedback throughout the performance management process, so that there are no surprises. Sometimes, a team member's skills may not be up to the required level for acceptable performance. If you approach feedback as you would giving someone a gift, you can provide balanced and timely feedback in a respectful manner that helps team members understand what they are doing well and what they can focus on to improve their performance. This allows them to receive feedback positively because they know you have the whole picture and are there for real support.

Si bien es el deber del colaborador mostrar su mejor perfomance, considero en mi experiencia que el acompa?amiento del líder es muy importante. Si tenemos un personal con bajo rendimiento hay que revisar todas las aristas y hacernos las siguientes preguntas básicas: ?He facilitado todas las herramientas al colaborador para realizar su trabajo? ?He informado de manera clara y precisa lo que espero del colaborador en su puesto de trabajo? ?He apoyado al colaborador cuando ha tenido dudas, consultas o ha requerido soporte? Teniendo estas respuestas más otros inputs adicionales toca tener una conversación honesta con el colaborador y trabajar en conjunto un plan de acción de mejora y medir su progreso en el tiempo.

Feedback alone isn't always enough to boost performance. Providing tools like coaching, mentoring, training, shadowing, or peer support is crucial. Encouraging employees to seek feedback from various sources broadens their skills and confidence, fostering an environment for growth. As a consultant and trainer, I bring expertise and experience to help managers navigate similar situations more effectively. #EmployeeGrowth #Coaching #Training #Feedback

Un coaching individuel permet au collaborateur de mettre en lumière des ressources non utilisées et de dépasser certains blocages. Il entrevoit de nouvelles solutions et les met en oeuvre avec plus d'agilité.

S'il s'agit de sous-performance individuelle, il me semble essentielle d'identifier les points forts du collaborateur et de tendre vers un modèle qui lui permet d'utiliser davantage ses talents. La transformation est radicale. On peut imposer les résultats, sans imposer les moyens. Ainsi le collaborateur atteindre le résultat attendu, en agissant différemment. S'il s'agit de sous-performance collective, il me semble intéressant d'impliquer les collaborateurs concernés, afin qu'ils trouvent ensemble les points bloquants et des solutions appropriées. S'ils construisent eux-mêmes la solution, ils seront davantage engagés dans la mise en oeuvre des actions correctives.

The general approach emphasizes positive reinforcement, but challenging poor performance requires a balance. Addressing issues directly, setting clear expectations, and providing constructive feedback, even if initially uncomfortable, fosters accountability. Balancing accountability with support demonstrates a commitment to improvement and can enhance morale in the long run.

Une mauvaise performance peut avoir de multiples causes, y compris un manque de moyens, d’encadrement ou… un indicateur peu pertinent. Il est important de faire le point de fa?on factuelle en laissant de c?té les émotions et jugements de valeur. Ainsi l’exercice sera orienté sur l’apprentissage et la démarche d’amélioration continue. Et il est aussi essentiel de modéliser ce qui fonctionne bien pour en prendre conscience et savoir le reproduire. Sans oublier de valoriser ce qui est réussi !