Addressing Employee Underperformance
by Jeff Hunt
Managers play a crucial role in identifying when an employee is underperforming and taking steps to address the issue. Recognizing underperformance is not always easy, as it can manifest in a variety of ways, such as poor quality work, missed deadlines, or a lack of engagement. However, it is important for managers to be aware of the signs of underperformance and take action to address the issue.
The first step required in recognizing whether an employee is underperforming or not is to ensure that you have set clear expectations and performance standards. This includes outlining specific goals and objectives, as well as providing regular feedback on progress. If you haven't set performance expectations it makes it very difficult to hold an employee accountable. The responsibility for this "underperformance" falls back on the manager for not originally identifying what defines high performance in the first place.?
When expectations and performance standards are clear, it becomes easier for managers to identify when an employee is not meeting them.
If an employee is underperforming, managers should have a one-on-one meeting with them to discuss the issue and gather more information. During this meeting, managers should ask open-ended questions to understand the employee's perspective and identify any underlying issues that may be contributing to the underperformance.
After gathering information, managers should provide the employee with specific feedback on their performance, which may include positive and negative feedback. The two should also discuss the expectations for improvement and set specific goals for the employee to work towards.
It is important for the manager to also provide employees with the necessary resources and support to improve their performance. This may include additional training, mentoring, or coaching. Additionally, managers should set up regular check-ins to track progress and provide ongoing feedback.
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If the employee's performance does not improve, managers should consider additional steps such as creating a performance improvement plan, involving HR, or even termination. However, managers should first consider the possible causes of underperformance and if the employee has been given enough support and resources to improve.
Recognizing when an employee is underperforming and taking steps to address the issue is an important responsibility of managers. By setting clear expectations and performance standards, having regular one-on-ones, providing specific feedback, and providing necessary resources, managers can help employees improve their performance and reach their full potential.
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