How to handle poor performance
Download your free guide to handling poor employee performance
Please enter your details below, and we will send you an email with a link to download your free PDF.
Addressing Performance Issues
Do you have a team member who isn’t performing as well as they should? Maybe they aren’t reaching their targets, are coming in late repeatedly or are struggling to work well with others in the team.
Having effective performance conversations is an important part of being a good leader and managing a team. But before diving into these conversations, it’s important to take the time to plan and get ready. It all starts with being honest about what’s happening right now.
Work closely with your team member to set clear goals for the future and figure out the steps to get from where they are now to where they want to be. It’s really important that you both agree on the specific actions that need to be taken, and it’s equally important that your team member commits to following through on them.
Take a look at the following steps to help you handle performance issues.
01. Identify the problem
When problems persist, take some time to figure out the root cause before taking action. Usually, issues fall into two categories: lack of ability or lack of motivation. Think about the person and what you have observed. Collect data and examples to support the issue you want to deal with. Make sure you document everything throughout the process.
02. Work together to build an action plan
Set aside time for careful planning and preparation before diving into a performance discussion. Kick it off by honestly talking about the current situation. Be precise about the problem and its impact on their performance. Then work together with your team member to define a clear goal for the future. Help them brainstorm the steps to go from where they are now to where they want to be.
Finally, come to an agreement on specific actions they’ll take. Record these actions and make sure they’re committed to following through.
03. Provide support and resources
Sometimes your team member may have a tough time at work because of things outside their control, like personal problems, not having the right tools, or not getting enough training. When this happens, you need to step in and help. You may need to make work more flexible, provide extra training, or connect the employee with services like an employee assistance programme. It’s all about giving a helping hand when needed
04. Recognise small improvements
Studies suggest that to build engagement and performance, we should aim to provide five times as much positive feedback as negative. It’s a proactive approach – actively seek out moments where your team excels, even if it’s just a minor improvement. The key is to be specific in your praise, so your team members clearly understand what actions or behaviours you want to see more of.
05. Be ready to have a tough conversation
In some cases, it’s not as straightforward, and even after a discussion and an agreed plan, they might not follow through. It’s crucial to provide feedback promptly because waiting increases the chances of a repeat. Once again, be highly specific about the changes you want to see. Revisit the previous goals and actions and question to find out the reasons for the lack of delivery. Collaborate with them to redefine the actions if necessary.
When the problem is related to skills or abilities, additional training or adjusting job responsibilities can be beneficial. For motivation issues, offering more support and positive feedback can be a game-changer.
06. Reach out for support if needed
If this approach isn’t working, sometimes you might find it necessary to seek external assistance to develop a formal Performance Improvement Plan (PIP). This will involve reaching out to human resources experts for guidance. You could also enlist the help of a coach or mentor to work with the team member, or in more complicated situations, consult with legal experts. It’s important to be aware of when you need external support and to be proactive in addressing performance issues before they become more challenging.
07. Commit to monthly one on one conversations
In some cases, it’s not as straightforward, and even after a discussion and an agreed plan, they might not follow through. It’s crucial to provide feedback promptly because waiting increases the chances of a repeat. Once again, be highly specific about the changes you want to see. Revisit the previous goals and actions and question to find out the reasons for the lack of delivery. Collaborate with them to redefine the actions if necessary.
When the problem is related to skills or abilities, additional training or adjusting job responsibilities can be beneficial. For motivation issues, offering more support and positive feedback can be a game-changer.
Trusted by many
