Being a manager means taking responsibility for your team, including handling and transforming the underperforming employee. When an employee isn’t pulling his or her weight, it affects the entire team’s performance.
If you feel like your team is suffering because of an underperforming employee, you have to consider why it’s happening and what you can do to manage it. Try these five steps to assess the situation and transform an underperforming employee:
1. Address the Problem
When an employee is underperforming, you want to address the issue immediately. Be tactful and discuss their poor performance with constructive criticism. Explain that you’ve observed a decline in their work and wondered if something is happening. Listen to your employee, paying attention to any cue for conflict or a need for further training. Also, consider that there may be issues outside of work.
2. Set Attainable Goals
A good manager will allow the employee to turn things around and improve his or her performance. Identify resources and tools to help the employee improve their work situation. Look for support options as well, such as professional training and software. It is essential that you make clear your expectation for performance improvement.
3. Assess Progress and Provide Feedback
Set aside time to assess your employee’s progress and provide feedback. Ask about any challenges they are facing and what support would be helpful. Recognize what the employee is doing well and what needs work. Ensure that you document these meetings.
4. Reward Performance Improvement
A word of encouragement can go a long way toward improving performance quality. If an underperforming employee is trying to improve, acknowledge it. A kind word of praise will help them stay on track and provide a positive incentive and guidance as they continue to improve.
5. Know When to Let Go
One of the most challenging aspects of transforming an underperforming employee is when you recognize that you can’t help them. Sometimes even the best efforts, guidance, and support cannot motivate an employee to up their performance. If you have provided ample opportunities and assistance and their performance is still lacking, it may be time to part ways. Though this is a difficult task, every effective manager needs to be able to make this call.
As a manager, you are responsible for your team and their performance. Being aware of your team and prepared with the steps above, you can quickly step in and turn things around.
Need help building your all-star team? Get in touch with ABBTECH today!