8 Ways to Handle Underperforming Employees

As a manager, you can’t accept underperformance. It’s frustrating, time-consuming, and it can de-moralise the other people on your team. But what do you do about an employee who isn’t performing up to snuff? How do you help turn around the problematic behaviour? And how long do you let it go on before you cut your losses?

1. Give Feedback:

Before you criticise your employee’s efforts ask them why their work quality has gone down. First Give them feedback, then tell them what has changed and how they can improve their work within agreed schedule.

2. Listen 

Just because you are the leader, you should not be doing all the talking. Remember communication is a two way street. So let your employee speak out. Allow them to tell you what has led them to the change os attitude and performance.

3. Tell Managers About The Issue

If one employee opens about burnout at work, chances are others may struggle with the same problem too. So the best way to handle this would be to give an overall look at the company culture and the problems and come up with solution with the help of department managers.

4. Understand What Makes Them Sick?

Spend time to know your people and discover their long term career goals and aspirations. It will e rather difficult to direct and engage them without understanding what keeps them going,

5. Plan Tailored Career Performance Goals Together.

Ask your employee how they want to improve , what skills they want to learn and what goals they want to accomplish. In particular, the career goals and you make together will further motivate them to achieve better work quality.

6. Check Their Progress

Effective leaders monitor the progress of their staff once they have set the goal. In doing this, they will appreciate your diligence and interest to help them grow their careers and be accountable for their work.

7. Recognise Their Accomplishments

One that discourages employees to do excellent work is feeling undervalued. Therefore, whenever they put in their efforts don’t forget to recognise their hard work and at least give them a simple reward or token of appreciation.

8. Work on Continued Underperformance 

If performing employees see one underperforming colleague slacking off but getting on feedback from you they’ll also became disengaged. Formally Call the employees attention and tell him/ her you don’t tolerate such an attitude in the workplace.

Principles to Remember

Do:

• Take action as soon as possible- — the sooner you intervene the better
• Consider how you might be contributing to the performance issues
• Make a concrete, measurable plan for improvement

Don’t:

• Forget to follow up — monitor their progress regularly
• Waste your time trying to coach someone who is unwilling to admit that there’s an issue
• Talk about specific performance issues with others on the team