Five Simple Steps to Deal With Poor Employee Performance

Managers must ensure that every employee performs well. There is no room for mistakes in today’s business environment. No longer can weak performances be ‘covered up’ by others’ capacity.

Even in public service, where flexibility in work pace and speed may have been a common experience, it is now the norm to deliver results with fewer resources.

These are five simple steps that managers and supervisors can use to deal with low employee performance.

1 Be clear with your expectations

It is important to take the time to outline the expected activities and outcomes for a particular role. It’s important to start with something, even if it doesn’t work out perfectly. With the experience gained from doing the job, improvements and tweaks can be made later.

2 Recruit Well

It is important to take the time to select the right candidate, even in a competitive market. The role description will assist with interview questions, assessments of ability, and helping to recognize potential.

3 Use of Trial Periods Effectively

New employees in many countries are subject to a trial period during which they are evaluated for their suitability for the job. To avoid a poor performer becoming permanent, this ‘trial period’ must be managed well. Managers are often overwhelmed by inept employees because they don’t take the time to review, monitor and act.

4 Use a consistent and robust review process

Managers need to develop a process that they can think through, get input from their employees, and then use it consistently over a review period (usually a year). This is essential for ongoing performance. It is not a good idea to drag out a review period until it is time for formal reviews. Throughout the review period, it is important to have ongoing informal conversations with members of your team.

5 Delegated Performance Management

It’s going to be difficult to manage performance when the majority of the work is done by managers. The most successful managers engage with their employees to help them take control of their performance and develop. You will be more motivated if you spend less time on formal reviews and more on support and encouragement.

It takes simple behaviors to connect and engage with others to achieve the best results. Simply changing your perspective will make everyone happier.