WHEN AN EMPLOYEE IS UNDERPERFORMING AND WHY AN HONEST CONVERSATION IS NEEDED SOONER RATHER THAN LATER.

Posted on Posted in ACCOUNTCOM
Business is money and the key to a successful business is our people. But what do we do when someone’s performance doesn’t align with our business objectives? Do we ignore the elephant in the room? The simple answer to that is no. Failure to address a performance issue can be detrimental to your business in the following ways :Negatively impact peer relationships. Colleagues that are forced to ‘pick up the slack’ of the employee can create a very negative burden.
Under performing employees can compromise the performance of the business – costly to both it’s sales and it’s reputation.
Team morale and motivation is affected if issues fail to be addressed, creating a workplace lacking leadership and integrity.
An honest conversation is critical, and it can be a very confronting process as a manager. Preparation plays a fundamental role in an effective and positive discussion and if successful, can remove the need to progress into a more formal process. Ideally, it benefits everyone involved if it can be resolved promptly and effectively. In many cases, by bringing the issue to the attention of the employee is enough to see improvements; not all under performance issues in the workplace need to become a formal process if they are managed correctly and dealt with immediately.

The 4 critical steps to start the preliminary stages for managing underperformance are:

Identify the problem – source facts and examples of the downturn in results or KPI’s that are measured against company targets. Analyse the why, how and when’s.
Meet and talk – Present the facts and provide the employee with an opportunity to respond. There may be a genuine reason for the decline, the person may require additional training or support, it may be a poor job fit, or they have a personal conflict outside of work.
Actions – Set an action plan with review dates. Provide the employee with support to reach these targets that have been mutually agreed upon by both parties.
Monitor – Monitor performance and discuss the employees progress on a regular basis to ensure that they are on track.
Whilst bringing it the employees attention may be enough to resolve the issue, some cases require a more formal process that can progress to warnings and possible terminations for serious performance or misconduct issues.

AccountCom have a team of HR specialists that can provide you with the tools and support you need to assist you in what can be a very overwhelming process for Managers.

If you feel you can benefit from the advice of our specialists, please don’t hesitate to contact us.

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