In most situations, dealing with under-performers can be frustrating as well as a sensitive issue at workplace and needs to be handled with great caution by the managers as well as other employees. When viewed from a different perspective under-performers are quite capable of turning things around, however what’s important in such situations is to understand and realize , where the problem persists and then take the best possible measure to tackle the same. Discussed below are a few measures to combat this phenomenon when encountering an under-performer.Areas of Improvement.
Before working upon the under-performer, it is essential to assess the situation and exhaust all the possible factors that could help in resolving the situation with the help of the managers and trainers. At times in performance related situation the problem not necessarily pertain to the employees but may also be employer driven. As such, when the employees are tagged as under-performers action should be taken gradually by understanding all the metrics involved. In certain situations, the employees may be unaware of the expectations of them, may not be properly motivated for the job, or may be undergoing a problem, which can be mitigated with the help of a mentor.Open, Direct and Recorded Dialogue.
This is the correct way to proceed both professionally and ethically, as there should be a transparent procedure to deal with an under-performer. It makes it easier to track where the employee is going wrong if there is an issue. In situations where the issue is serious leading to the employee termination, it is a safe practice to have a recorded documentation of the performance of the employee. Most importantly having a clear dialogue with the employee sets the path for the performer to execute in a defined and preset style as well as helps in tracking their progress.Program and Plan Mutual Responsibilities.
Setting up reasonable goals that help empower the employees can go a long way rather than strict governance all the time. As there is always a chance on the part of the employee to improve and contribute from their end. Conducting regular check-ins with the employee can also instill habits that can be fruitful for long-term practices and skills needed by the company.Growth Oriented Performance Incentives.
A significant measure would be to determine the personal and professional goals of the employee and encourage them towards progress with both compliments and rewards. Although pointing out flaws is strategic, it is equally important to boost their morale to overcome hurdles at work, move ahead in good competitive spirit, and allow them to realize for themselves how their work contributes towards their growth and the development of the organization.