U-Turn from Bottom to Top

Irrespective of the scale, size, industry, sector, status (local or multinational), product line, services, and demographics, dealing with low performers is an issue every supervisor, team lead, manager, and organization faces regularly. Some of the responsible’s are genuinely interested in extending support to low-performing employees but most of them are avoiding it and trying to shift it to the said employee which is a very wrong approach not only for that employee but also for the person responsible.

Identifying and addressing low performers is very critical for every team, department, section, and even the organization as soon as possible. The performance management system should be designed and implemented to ensure this detection at a very early stage. Once identified, this issue can be addressed by setting up a formal developmental plan. The plan should also have all the details, e.g., what specific areas need improvement, clear and realistic outcomes, required support, time frame, etc.

As mentioned earlier, many responsible people avoid working on it due to the absence of a realistic approach or framework to follow and succeed.

?The following steps can be adopted by professionals responsible for other performances to overcome this issue in a much better manner:

Step 1: Identify the problematic area

To kick off this process, the first step is to identify the areas where an employee is lacking, which results in low performance. There could be multiple reasons, such as a lack of knowledge, skills, motivation, behavior, support from the team or seniors, etc. It is very imperative to focus on the root cause. Only then will this project succeed, and the desired outcomes be achieved. This requires time to invest. It has been observed that the real reason for an employee’s low performance differs from what was initially perceived. The identification process also requires complete objectivity.

Step 2: Setting Clear Objectives

As soon as the root cause is identified, in step 2, it is imperative to set clear objectives. What to improve, how to improve, required support (from individuals, teams, and sometimes outsiders), required resources, clear timelines, frequency of feedback, milestones, potential barriers, mitigation plans, and evaluation criteria.

Step 3: Training and Support

The low performers may require specific training, especially if the root cause is a lack of skills or knowledge. It is critical to provide training related to that specific area to augment knowledge. Training can be provided in a variety of ways, including classroom training in-house or from an institute, online, or virtually. Another form could be on-the-job training (learning by doing) with mentoring. In addition, formal coaching can also be arranged. Assigning a special project could possibly be a way to train. Offering special incentives for improved performance could also be an effective motivator. Incentives can be offered in many forms such as recognition, gift vouchers, extended leaves, additional performance bonuses, and promotions. An incentive program like this is very powerful in letting employees know that management is observing their progress and valuing their efforts.

Step 4: Progress Monitoring and Feedback

Progress monitoring is as essential as initiating this process. Most of these programs fail due to a lack of monitoring. During monitoring, you should ensure that the employee is on track toward the objectives set. Monitoring must be done formally and documented. Similarly, sharing feedback is essential to this process. Feedback must be provided in a clear manner with all objective evidence, whether about the development made or required. Feedback is not only meant to let the employee know about his progress but also to let him know his efforts have been acknowledged. In addition, the organization is concerned about his development, which has psychological benefits. On the other hand, feedback helps employees understand the right and wrong ways to do a task.

Conclusion:

The above steps can be broken into many small steps as per the organizational structure, culture, and needs. Supporting low performers to become high performers is a difficult and time-consuming process. However, on the other hand, it is also rewarding as well in terms of proving leadership abilities. Just by following a step-by-step approach, this support can be provided to needy employees so they can reach their full potential.