Have you noticed that your employees are working to their full potential? An underperforming workforce can have a negative impact on your business. Here, Christina Attrah investigates the steps to remedy underperformance at your office for Fast Company.
DEVELOPING A PLAN WITH AN UNDERPERFORMING EMPLOYEE
- Each scenario will require you to deal with things differently. If the issue is solely with an individual, then taking the following steps ensures fair treatment:
- Approach the employee in question and ask how things have been going and ask if they have anything they wish to talk about.
- Some employees will feel able to disclose what could be bothering them, which makes developing a plan much easier.
- For those who are unaware of how their actions are impacting the business, it’s the right time to bring up a few concerns and strategize a plan.
- Write down the issues and agree on a plan together. SMART targets are a classic but fantastic way to set goals.
- Should any of the issues be rooted in personal problems, then offer to be a listening ear and advise on employee support through your HR department.
- Ensure every conversation thereafter is kept positive yet constructive.
HOW TO PROVIDE FEEDBACK TO AN UNDERPERFORMING EMPLOYEE
Addressing underperformance head-on is key to resolving underperformance, and so feedback must be constructive to aid employee development. Below are some dos and don’ts of giving feedback to an underperforming employee:
Dos:
- Be specific and constructive with feedback.
- Be observant of any patterns that lead to underperforming behavior.
- Be encouraging and explain how making positive changes will improve their development as a whole.
- Be kind, always.
Don’ts:
- Pile on everything that needs improvement. Focus on one or two manageable issues at a time.
- Show negative emotions. It’s easy to feel frustration, however this exudes too much pressure.
- Use ultimatums or absolutes such as, “If you can’t get this to me by the end of the day, then there’s no point in coming back.”
