A Guide to Empowering and Elevating Underperforming Team Members

 

What causes employee underperformance?

A wide range of variables cause underperformance. An employee can want assistance with time management, confidence-boosting, and skill development. Additionally, they can require management to clarify expectations and team objectives. A person's lack of interest in the day-to-day tasks and responsibilities of their job, the onboarding process, and the availability of training and growth opportunities can all be factors in underperformance. Increasing an employee's motivation might help them succeed in their positions and generate better work.

How Do You Identify underperforming employees?

There are several methods for identifying underperforming workers, such as:

• Performance Analysis - Finding underperformance can be aided by monitoring and measuring specific performance indicators, like as sales figures, productivity levels, or customer satisfaction ratings.
• Self Evaluation - Encouragement of employees to assess their own work aids in identifying any areas in which they might be lacking. Management-led evaluations of performance on a regular basis provide an opportunity to address and resolve issues as well as help identify areas of underperformance.
• Comparison with peers - Comparing an employee's performance to that of their peers may highlight areas for improvement.

How to manage underperforming employees

1. Communicating with them - The employees knows what the goals are and what has to be accomplished.
2. Regular Performance Review - Conduct regular reviews to assess an employee's progress and address any issues.
3. Address Personally - If a worker's performance is affected by personal matters, give them the support and resources they require to get through the challenges.
4. Enhance Work Place - addressing factors that might be contributing to the employee's poor performance, such as long hours, a lack of resources, or a toxic workplace culture.
5. Provide the Skill Development Program - allowing them to participating in training sessions.

It's important to collaborate to find a solution that benefits both the company and the underperforming employee and to address the issue with compassion and understanding.  How to Help an Underperformer

Try the SMART System

With specific objectives in mind, employees may rapidly create their own plans to accomplish those goals, and managers can efficiently gather information and give workers immediate feedback. This methodical approach to work can eventually improve morale and output.

Better performance and a stronger working relationship between the manager and the staff are frequent outcomes of this strategy, which gradually boosts the business's bottom line.

Reference

Fredrickson B.L. and Joiner T, (2002) Positive Emotions trigger upward spiral toward emotional well-being’ Psychological Science, Vol. 13 pp 172-175.

 Globoforce (2008) Empowering employees: the new rules of engagement. 

 Globoforce (2008) The new era of strategic recognition.

Hay Group (2008) Hay Group Insight’s employee effectiveness framework