We all know that feeling when an employee just isn't meeting our expectations. Maybe they're not working hard enough, or they're making too many mistakes. Whatever the case may be, it can be frustrating to see someone not performing up to par.
As a manager, it's important to nip these performance issues in the bud before they become bigger problems. But how do you do that?
Here are five managerial strategies you can use to solve poor employee performance:
1. Don’t Wait to Raise Performance Concerns
As a manager, you shouldn’t wait to raise performance concerns. If you wait, the problem will likely worsen, and the employee will become more entrenched in their poor performance. It’s essential to address the issue as soon as you see it so you can nip it in the bud.
2. Document the Process of Employee Performance Management
Employee performance management is a process used by businesses to ensure that employees are meeting performance standards. The process typically includes setting performance goals, tracking progress, and providing feedback. However, in today’s world performance management needs to be real-time and can’t wait for formal yearly or biannual reviews.
When done effectively, employee performance management can help businesses improve employee productivity, identify training and development needs, and make informed decisions about employee compensation and promotions.
By documenting this process, organisations can ensure that all employees are treated fairly and consistently, and that performance improvement efforts are aligned with the organisation's goals.
3. Be Ready for the Difficult Conversations
There are bound to be some difficult conversations along the way. Whether it's addressing a specific issue, goal or simply giving constructive feedback, these conversations can be tough to navigate. However, by being prepared and keeping the lines of communication open, you can make these conversations more streamlined and less process driven.
When it comes to difficult conversations, honesty is always the best policy. Be direct in your communication, and avoid beating around the bush. This will help ensure that you and the employee are on the same page. Moreover, it's important to remember that these conversations are a two-way street. Be open to feedback from the employee, and be willing to listen to their perspective. This will help create a more productive conversation.
4. Have a Follow-up Talk to Check the Employee’s Progress
Following up with employees after performance conversations is essential to ensure they are on track and more importantly demonstrate that you care about them. A genuine check-in to gauge the employee's progress and ensure they have taken your feedback on-board will ensure a positive change. This is also a good time to provide additional support or resources if needed.
When following up, ask specific questions about the discussed goals. This will help you get a better sense of the employee's progress.
5. Reflect on Your Performance, Too
As a manager, it's important to reflect on your own performance, too. After all, we are all not perfect, and there's always room for improvement.
Think about the feedback you gave to your employees. Was it constructive? Did you use positive language? Were you clear and concise? Also, consider how you could have handled the situation differently. Maybe you could have been more patient or provided more support.
Reflecting on your performance will help you become a better manager and leader. It will also make you more aware of your strengths and weaknesses.
There are a few critical managerial strategies you can use to solve poor employee performance. By following these steps, managers can help to improve employee performance and create a more positive work environment.
Learn more about employee performance management by working with me at Stuart Andrews.me. We offer executive leadership coaching in Australia to help business leaders deliver successful initiatives and outcomes. Start by buying my business leadership coaching book and booking a 30-minute discovery session today.