How to Manage Poor Performance

As a manager, dealing with a variety of different personalities and responsibilities can be challenging. If a staff member is underperforming, managers will need to approach them tactfully to discuss solutions.

Here are a few tips on how to manage poor performance within your team.

1. Act Swiftly

If you have concerns about an employee, it is important to make sure that you are expressing this as soon as possible. Be sure to communicate in a constructive manner and with the intention of remedying the situation. This gives your team members a better chance of improvement and development.

2. Don’t Attack Them

It is important to approach your underperforming staff member carefully. They might have personal issues going on behind the scenes. They could also be unengaged with their role or are struggling with the work they are doing in general. It is important to go into the discussion with a calm, empathetic attitude. This will encourage your team member to open to you about why they aren’t performing at work. It will also make it easier to find solutions.

3. Prepare Them

If you are planning on pulling your team member into a meeting room to discuss their performance, offer them the chance to prepare themselves. Send them an email to let them know that you are planning to discuss their work. They will come into the discussion with a level head and will be able to offer real solutions to the problems you are facing. If you catch them off guard they may become both defensive and frustrated.

4. Offer Specifics

An employee might not know why they are underperforming, or they may not know they are underperforming at all. Offer them examples of when they have underperformed, and ways you think they can improve. If you open this up for discussion, it will allow your team member to offer their own solutions as well.

5. Outline Progression Opportunities

If your team members believe they have no future within your business, then they may begin to be demotivated. And as we know, motivation is crucial to business productivity and can directly affect the bottom line. Offering your team members individual and comprehensive career development plans will kick-start them into feeling motivated at work. Where you can, offer a clear career progression plan, and give more responsibility where it is deserved within your team.

6. Outline Targets

Poor performance can come from unrealistic targets set by the business. Make sure that your staff members are set up to succeed by setting achievable, timely individual and team targets for the fiscal year. If their targets are within reach and fall inside a realistic timeframe, they are more likely to strive for the best.

If you are looking on more information on management, browse the management advice section of our website. Alternatively, if you are looking to hire top talent in your sector submit a job description today or get in touch with one of our specialist recruitment consultants.