One of leadership’s core requirements is dealing with employees that loosen and do not pull their weight, but, on the other end of the job spectrum, they are high talented. In most of the circumstances the answer to the question ‘Keep or Fire?’ is “Fire”. However, this needs to be a two way conversation. Which is therefore the best approach to such employees, so that you deliver your negative feedback in the best way possible?
Why measuring employee performance?
The term “employee performance” refers to the job-related activities that a worker executes and how well those activities are performed. Managing employee performance deals with an organization’s strategy, policy and practices with respect to establishing performance expectations for its employees, along with measuring and monitoring the results.
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Business counselors say that turning a blind eye to the underperforming employees is a big mistake.
On average, managers spend 34 days per year dealing with poor performance
says Future Foundation.
Here are 6 ways to handle underperforming employees
1. Take the blame yourself
There is a plethora of other reasons that employees are performing poorly than that they cannot do their job. Sleep on it! Postpone the decision to criticise your staff members and think possible solutions, clear objectives and necessary actions to meet those objectives. Βe always curious whether your employees need extra training or resources that would help them perform better such as
- Skills training;
- Hands-on practice of acquired skills;
- Shared guidance from colleagues and/or mentors.
2. Start to communicate better
Share your perspective in a way that your employees will feel motivated and empowered to perform better in the future. Always have in mind that the foundation of a successful communication is to be a good speaker but most importantly a good listener. Listen actively, therefore, by using body language, making eye contact and remaining calm by controlling the tone of your voice. Avoid getting angry or upset. Be content to observe and collect the more possible information in an objective and detached way. Then tell them they’re not executing at the level you’re hoping for by following the rule 3: “stating facts”.
3. State facts
Pinpoint real facts – for example a project that was not finished in the desired deadline – explain how these behaviors affect the organisation in general, the coworkers in particular but also the employee’s own future at the company. This means losing promotional opportunities, recognition, bonuses but also job security.
4. Provide support
In other words, build empathy in your team. Ask questions like:
“I heard you got this overwhelming project, how is it going?”
“I am curious, help me understand what is happening?”
“What can I do to help?”
That way you will give them confidence and the most probable answer will be “I am glad you asked!”
5. Know the outcome of the conversation
In order to eliminate poor performance people in leadership positions need to get answers to the following questions according to Dr. Tasha Eurich, organizational psychologist, researcher, author.
- Does this employee really understand my expectations?
- Does my employee have something outside his/her control affecting performance?
- Does the employee know that is performing out of my expectations?
- Am I contributed to this problem?
6. Offer a competitive salary
Although not all employees perceive money in the same way. In fact, money may be a key motivator for employee at all.
That said, productivity is under the direction of managers; Are you supporting your employee or let him go?
