How to Manage Underperformance
Posted July 16th, 2015
As a manager, one of your most difficult responsibilities is handling employees who make a contribution but don’t make a big enough contribution. They are not so derelict in their duties that they deserve to be fired, but serious steps must be taken to improve the quantity and quality of their work. This is a delicate situation, and one that is different for every underperformer, but when handled carefully, it’s possible to reach an outcome that works better for all. Follow these strategies for success.
Understand the Causes of Underperformance
Finding a solution that works is impossible if you don’t understand the problem. There are many issues that can lead to underperformance, and most of them are more complicated than just lack of motivation. Here are some of the most common:
- Too Much Work – Employees with too many responsibilities placed on their shoulders will struggle to meet expectations and become burned out over time.
- Problems at Home – Health, family, and money problems can all affect performance at work.
- Lack of Direction – Some employees underperform simply because they don’t understand exactly what you want and when you want it.
- Lack of Training – An incomplete skill set can often be the cause of underperformance and lead to problems that will only persist over time.
- Interpersonal Problems – Issues with co-workers and petty office politics can often have an impact on performance.
Customize a Solution
Once you have identified the root cause of an employee’s underperformance, open up a direct line of communication with that employee. This should be done with the knowledge of HR, and the entire process should be transparent and well documented. The first step is to inform the employee about their performance problems and point to specific examples. Then outline milestones for performance improvements that must be met. If performance issues are a result of lack of training or too much work, use your power as a manager to provide the employee with more support. As you and the employee begin to meet these milestones, provide constructive feedback, and be receptive to the employees’ needs.
Follow Up
You might see an uptick in performance over the short term, but you can only truly determine if your efforts are working by tracking performance over the long term. Document your observations and be willing to take decisive action. If performance once again lags, it may be necessary to let the employee go. If it exceeds your expectations, the employee may deserve a bonus or some other show of appreciation.
One of the easiest ways to bypass performance issues is to improve the way you recruit. Fill your team with motivated and driven professionals that you can count on to make consistent contributions. Find prospects with the traits you’re seeking by working with the team at Bayside Solutions.
