You're facing underperforming employees. How do you maintain empathy while holding them accountable?

It is important to have one on one conversation, giving straightforward feedbacks, accessing the underlying reasons behind the underperformance. The intent will always be to get him out of the underperformance zone. It is of utmost importance to clarify the extreme consequences if the expectations are not met. Monitoring the progress becomes very important too.

Beyond one-to-one interactions, depending on the type of activity, it is important for underperforming staff to feel supported and be an integral part of our management. They can lead coordination meetings under our guidance. Creating a calm and cohesive work environment allows staff to feel comfortable expressing their thoughts, regardless of what they are.

Need to understand why someone is underperforming. Is it because of lack of skill, support from team, going through rough patch on the personal front, vague objectives from leadership. If it is not for the lack of trying to perform, then we have to identify the root cause, put in required framework where the person can get the support needed to perform on par again. Have a open and honest dialogue and set the agenda to find root cause and not do a witch hunt. Enable the resource to identify the root cause. Help put in the plan they construct. Aways get the buy-in from the resource on what the next steps will be and be sure to not make them feel like they are recipients of favour. Help that destroys dignity does not have a good mileage.

It's always to develop the sense of belongingness to make the employee an integral and important part of the organization. So always make yourself available as a leader and extend your support to help them during their tough times. Professional and personal lives go hand in hand and influence each other so it's always good to know whether everything is going well on personal front if we want to get maximum out of professional role.

You have to remember that, especially in a high pressure job, employees are not robots. You have to sit them down and listen beyond what they are saying. A good leader knows the staff and has the skill to look beyond the words. You will quickly be able to tell what is actually going on one way or the other and deal with it from there

Set clear goals and instructions often employees can misunderstand what is expected of them, in turn failing to meet deadlines

Set Clear Expectations: Clearly communicate what is expected from them in terms of performance. Make sure the goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound).

Give all the essential information about the task without micromanaging. Also follow up with the employees periodically to assess their progress and ensure they are on track to meet deadlines. Also giving feedback is a great way to encourage people to do better

Clearly define performance expectations. Ensure the employee understands their responsibilities, goals, and performance criteria. Clear expectations provide objective performance measures and prevent misunderstandings. Use open discussions to clarify these expectations and support the employee in meeting them.

This is critical to ANY employee success and to effective management. It is also very important to track performance in the first place. If expectations are not set, performance cannot be properly measured.

Ich habe gelernt, dass das Anbieten von Unterstützung ein Schlüsselelement ist, um dies zu erreichen. Zuerst nehme ich mir die Zeit, um in Einzelgespr?chen die zugrunde liegenden Ursachen ihrer Leistung zu verstehen. Ich bestimme, welche Ressourcen oder zus?tzlichen Schulungen sie ben?tigen, um ihre Leistung zu verbessern. Indem ich in ihre Entwicklung investiere und regelm?ssige Gespr?che führe, zeige ich mein Engagement für ihren Erfolg. Dieses Mass an Engagement motiviert die Mitarbeiter und zeigt ihnen, dass ich sie nicht nur überwache, sondern aktiv helfe, ihre Herausforderungen zu meistern und ihre Leistung zu steigern.

Always offer support and guidance, making sure employees know your approachable, to aid them with the tasks, keeping regular process meetings to ensure deadlines are met

Support is crucial for empowering employees while maintaining empathy. Identify tools, resources, or additional training they might need. Investing in their development shows your commitment to their success, which can be a powerful motivator. Regular check-ins to discuss progress and resolve ongoing issues demonstrate active involvement in their improvement.

I think recognise the staff's strengthness & weakness to support them by create the supporting plan and monitoring their performance will improve team productivity and accountability. Communicate the performance feedback & expectations with them with respectfull & sincerely to develop the relationship. Find out what they need & being approachable to providing the guidance or nessessary training or resources to improve their knowledge and productivity. Motivate the team members by recognising their performance & rewards or celebrating to inspire the staff. Priorities the urgent task & delegates tasks to the team member fairly.

I like that today (young) people in teams support each other independently and with each other. I get to work with some great teams. They generally treat each other with more respect. Support also means having trust and being able to let things happen. This is very hard. The results are really good. And again and again: I'm there if you need anything. How are you doing? Is it going the way you imagine? Do you need something from me? What can I do for you? You just have to make sure that you are there for yourself too! Otherwise you'll fall over while you're making sure others can stand... would be stupid.

Setting regular meetings and check ins are a good way reviewing work and keeping on track. Keeping managers and employees in touch with progress

Monitor progress after providing necessary support. Set milestones and regular review points to track improvements. This keeps the employee focused on their goals and allows timely adjustments to the action plan if needed. Regular, constructive feedback recognizes both successes and areas for improvement, highlighting your investment in their journey toward better performance.

Las gerencia a veces olvidan lo importante de mantenernos en constante supervisor de los avances en los trabajos, sin incurrir en acoso al trabajador

Para supervisar el progreso se requiere retroalimentación periódica y tomar más tiempo en áreas especificas y comunicación en forma continua

If performance issues persist, adjust your strategies. Determine if a different approach or additional resources are needed. Assess if the employee's role aligns with their strengths and interests – sometimes a change in responsibilities can turn underperformance into success. Empathy acknowledges that not everyone thrives in the same conditions, and adjustments may be necessary for success.

Wenn ein Mitarbeiter trotz Unterstützung weiterhin unterdurchschnittliche Leistungen erbringt, ist es wichtig, die Strategien anzupassen. Ich überlege, ob ein anderer Ansatz erforderlich ist und ob die Rolle des Mitarbeiters mit seinen St?rken und Interessen übereinstimmt. Manchmal kann eine ?nderung der Verantwortlichkeiten eine unzureichende Leistung in Erfolg verwandeln. Empathie spielt hier eine zentrale Rolle, da nicht jeder Einzelne unter den gleichen Bedingungen gedeiht und Anpassungen notwendig sein k?nnen, um den Mitarbeiter erfolgreich zu machen.

El mayor porcentaje de responsabilidad en el bajo rendimiento de un empleado suele recaer en un mal liderazgo. Liderar desde la generalidad en vez desde la especificidad suele ser el primer síntoma de un liderazgo injusto e ineficiente.

Si el empleado no responde al apoyo, sugiero un cambio de responsabilidades tomando en cuenta sus habilidades e intereses, la empatía juega un papel importante , esto es real

Document Everything: Keep a record of all discussions, actions, and improvements related to the employee’s performance. This can be useful if further actions, such as disciplinary measures, become necessary.

Zu gut geführten Kritikgespr?chen geh?rt nicht nur Empathie sondern insbesondere eine gute inhaltliche Gespr?chsvorbereitung.

Being accountable and taking on board feedback from managers. Learning is the key to improve all the time, with good training and support

Be binding. Document, check, classify. Or adapt it and then slowly should enjoy it. Of course, you can also criticize in a very appreciative way, but as far as I know, no one has ever drilled through steel with cotton wool. And: Time is money.

Para enfrentar funcionários com baixo desempenho de maneira eficaz, utilizei métodos comprovados: diagnóstico detalhado das causas, expectativas claras e metas alcan?áveis, suporte contínuo com treinamentos personalizados, monitoramento regular do progresso e implementa??o de medidas disciplinares quando necessário. Essas abordagens têm sido fundamentais para promover melhorias significativas.