Here's how you can address underperforming team members in a non-profit organization.

Under performing or oddly performing needs attention. We have no idea what folks are going through in their lives. Empathy and kindness are key. We all have trauma, not just the folks we serve. Leaders need to create the space from day one where employees feel safe and valued. This isn’t just an “open door” policy, but an open heart policy. Talk to your people. They are your greatest resource-value them. Ask what’s happening. Ask how you personally & the organization can help. Stay connected and check in often - from a place of care vs “management”. Give people the time they need to handle issues - even if your policies limit this - change the darn policies! And if it can’t be fixed, support and serve the person in taking their next step.

Managing underperformance requires a delicate balance of empathy and effectiveness, and fostering a supportive environment. Yet, the effort is collaborative and should aim to uplift every team member toward achieving the organization’s mission, goals, and impact. Key strategies to consider include having #ClearExpectations, #RegularFeedback, #DevelopmentOpportunities, and a #GoalOrientedApproach. #NonProfitManagement #TeamDevelopment #LeadershipInNonProfits #EmployeeEngagement #OrganizationalImpact

Address underperforming team members in your non-profit with a focus on support and improvement. Schedule private meetings to discuss specific areas for growth. Collaboratively develop a performance improvement plan (PIP) with clear goals and timelines. Offer resources and mentorship to address skill gaps. Regularly check-in to track progress and provide ongoing feedback. Emphasize the importance of their role in the organization's mission. If improvement isn't seen, consider further steps after following the PIP.

Addressing underperforming team members in a non-profit organization is crucial for maintaining team effectiveness and morale. Here are some strategies you can consider: Give Clear Feedback: Provide constructive feedback. Be specific about the performance gaps and the impact on the team or organization. Schedule a Private Meeting: Could you arrange a private meeting with the employee to discuss their underperformance? Understand Their Perspective: Take time to understand what motivates the team member. Check Progress Regularly: Monitor their progress and provide ongoing support. Collaborate on Performance Goals: Work together to set tailored career performance goals.

Non-profit organizations are primarily led by a large collage of employees, volunteers, teens, and others, so motivating them is different than in any other industry. Engagement and continuous feedback are vital. First, relate the big picture by showing how each contributes to the master plan - this will give a greater sense of ownership in their tasks. Next, listen actively. A majority of the time, underperformance is an association of burn-out - as a leader, you will need to ensure deadlines and tasks are not unreasonable. Finally, take the personal initiative to train (and yes, retrain) with empathy. Investing in people, motivating them, and showing them how to do a task will fill their emotional tanks and get productivity back on track.

Setting SMART goals and laying out a clear roadmap for improvement enables each team member to take concrete action. One key aspect when setting clear goals, is clarifying roles and responsibilities. In the nonprofit world, team members often wear multiple hats due to limited staffing and resources. This can sometimes lead to confusion and inefficiency. When everyone understands what is expected of them, it reduces stress and boosts performance. Regularly revisiting these roles, as well as monitoring progress, ensures we adapt to ever-changing needs and circumstances.

I am continuously working on system development, and as I mentioned earlier, a strong control system is a powerful tool for mitigating risk factors. I have developed a basic control system that captures all aspects of grant management and provides an overview of specific projects at a glance.

Nonprofits often operate with limited budgets, which can somewhat restrict access to professional development opportunities and /or a wealth of resources. However, investing in targeted training can significantly improve performance. Online courses, workshops, webinars, peer-to-peer mentorship programs or leveraging volunteers to help with administrative tasks, freeing up time to focus on core responsibilities - are all good examples.

I totally agree: Creating a work environment that encourages open communication and teamwork is very important for improving individual performance within a team. When team members support and help one another, it not only boosts the performance of struggling or underperforming team members but also enhances the overall cohesiveness and effectiveness of the team as a whole.

It can be really helpful to get some expert HR advice when addressing underperformance, especially if you've set clear expectations, provided adequate support and provided regular feedback. Making sure you are protecting yourself and your organisation when dealing with challenging situations is good practice. A good place to start is the Fair Work Australia website.

Running a nonprofit is not different from a for-profit organization in relation to employees. Yes we are mission driven and often resources are tight but work expectations should remain high and consistent. Underperforming employees are a detriment no matter the organization and should be terminated if they cannot perform their jobs.

Often non-profit organisations attract people who have big hearts who don't want to hurt people's feelings. This often leads to people avoiding difficult conversattions. I find that you get much better outcomes if you address issues early. When done well, this actually actually helps to strenghten your relationship with your team members.

Accountability is accountability… whether the organization is nonprofit or for profit. With tight resources at nonprofits, good performance from employees is detrimental. Leaders/Managers should address the performance concerns with clear, specific feedback and provide the performance expectations moving forward. It’s important to put this in writing, even with an email recap. If the expectations are not adhered to, moving forward with a performance improvement plan or further corrective action based on your performance policies will help maintain consistency and the necessary documentation.

There a 3 keys to good performance; 1. Knowing what needs to be done. 2. Having the skills and ability to get things done. 3. Doing the work: putting in the effort to get things done. When addressing an underperforming team member's performance, clarify which of these areas "Knowing", "Having", or "Doing" is impacting performance. Having clarity on where the performance issues are you can then support your team member to address the challenges and align their performance with the team's objectives.

Tuesday, June 25, 2025 11:07 From: Dr. Richard Francis Viktor Hogan Re: Ways to Manage Underpormance Non-profits ??Addressing underperformance in a non-profit organization requires a thoughtful approach. ?? Remember, empathy and clear communication are essential when addressing underperformance. By taking these steps, you can help team members grow and contribute effectively to your non-profit organization. ? Here are some actionable steps you can take: — Identify Underperformance: —Understand Root Causes: — Open Communication: — Set Clear Expectations: — Provide Training and Development: — Offer Constructive Feedback: — (PIPs): — Monitor and Support: -30-