As a people manager, you want your team to perform well and achieve their goals. However, sometimes you may encounter employees who are not meeting your expectations or the standards of their role. How can you respectfully address underperforming employees and help them improve their performance? Here are some tips to guide you through this challenging situation.
The first step is to identify the problem and its root causes. Is the employee lacking the skills, knowledge, or resources to do their job? Are they facing personal or professional challenges that affect their motivation, engagement, or productivity? Are they unaware of the expectations or feedback that you have for them? You need to gather relevant data and evidence to support your observations and avoid making assumptions or judgments.
Identifying the problem is a vital first step; It starts with empathy - All of us have had good and bad days at work. I have seen stellar performers struggle at times due to recent life changes. As people managers, our goal should be to connect with our team mates not as manager - subordinate, but as a member of a team playing together to achieve a common goal. Get to know your team mates as people , listen to them and learn about their lives. This will give you the perspective you need to better understand their struggles at work.
The next step is to communicate clearly and constructively with the employee. You should schedule a private and timely meeting with them and explain the purpose and agenda of the conversation. You should also use a respectful and supportive tone and avoid blaming, criticizing, or accusing the employee. You should focus on the facts and the impact of their performance on the team and the organization. You should also listen to their perspective and concerns and acknowledge their feelings and emotions.
Clear communication is also a must when it comes to working with people who are neurodivergent. Has part of the problem been the way that their role has been communicated to them? Are instructions available in multiple formats to suit all neurotypes? Have you been able to create a psychologically safe culture so that they can ask for reasonable assistance with their challenges? They may choose not to share the details of their neurodivergence, but they should feel safe to explain how they produce their best work. Once you've verified these points then it is critical to continue in the same vein in any performance discussions with any goals and action plans.
The third step is to set SMART goals and action plans with the employee. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. You should work with the employee to define what success looks like and how it will be measured and monitored. You should also agree on the actions and steps that the employee will take to improve their performance and the support and resources that you will provide them. You should document the goals and action plans and review them regularly.
The fourth step is to provide feedback and recognition to the employee. You should give them constructive and timely feedback on their progress and performance and highlight their strengths and areas for improvement. You should also recognize and appreciate their efforts and achievements and celebrate their successes. You should also be open to receiving feedback from them and adjusting your approach if needed.
The final step is to follow up and evaluate the employee's performance and improvement. You should track and review their results and outcomes and compare them with the goals and action plans that you set. You should also solicit feedback from other sources, such as peers, customers, or stakeholders, to get a holistic view of their performance. You should then meet with the employee again and discuss the results and the next steps. You should also decide whether to continue, modify, or end the performance improvement process.
By following these steps, you can respectfully address underperforming employees and help them enhance their performance. You can also foster a positive and trusting relationship with them and demonstrate your commitment to their growth and development.