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ADDRESSING POOR PERFORMANCE

Tim Millett
Published by Tim Millett
08 October 2013

Poor performance can severely hamper a business’s performance, particularly if it is left unchecked. Good management is necessary to make sure that any negative behaviour or substandard performances are dealt with in the most appropriate manner and as soon as possible.

The problem that comes with not dealing with poor performances from specific individuals is that their actions can and will effect team performance more than you might think.

Speed is therefore of the essence when it comes to dealing with the poor performance of an employee. The longer that nothing is done about such performance the less faith other employees will have in their superiors. For example – why should I work hard if no one else is?

So what exactly is the best way to deal with poor performances among staff? There is no single course of action that should be taken on every occasion; it largely depends on what is going on and what has led up to that point. For example, the way you would deal with an employee who up to this point has always done their work in an exemplary manner would be very different to the way you would deal with an employee who is continuously late or never does their job in the right manner.

To this end, management training can give you the essential skills you need to be able to handle this type of situation. Preparation is the key to getting the results you want. Equally, if you go into a meeting with an employee without having prepared all the necessary information beforehand then you may not get the results you desire.

You may wish to ask yourself the following questions:

  • Is this the first time their performance has slipped below the required level?
  • Are there any obvious reasons for their substandard performance?
  • Has this type of thing happened before? If so, why?

You may find that the reason for their poor performance is down to a lack of experience or training. Up until now they may have coped, but were afraid to ask for the assistance and training they needed. In this case it would be inappropriate to criticize them for their poor performance when a better approach would be to help them to get the training they need.

As a manager, by analysing the situation before you speak to an employee you will be much more likely to achieve the positive result you are after.

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