Errors To Avoid in OKRs?
Reaching your company's vision means achieving the goals you set for...
Useful insights on performance management and employee engagement for fast growing companies
Employee performance and commitment are two valuable assets that bring about enormous growth in a business. But, the consistency of these two assets is not always guaranteed. As a manager or leader, throughout your career, you would sometimes face the underperformance and even the disengagement of some employees. Knowing how to handle these moments of difficulty could benefit everyone.
The doctor before prescribing a drug auscultates the patient then makes a diagnosis. First, you need to know what is the basis of this underperformance before looking for the right solutions.
The causes may be related to employment issues or non-employment issues.
In reality, the employee may be placed in a position he or she does not have the necessary skills. In this case, the employee will definitely not be productive at all, thereby leading to a setback. This happens especially when you recruit generally without a defined profile for a position.
We can not pursue two hares at a time, and we do not all have the same abilities. You have to be able to know the strength and skills of your employees. If one of them can manage many responsibilities at a time, it does not mean that all can do the same.
The decline in performance regularly watches the employee in several hats. Moreover, to accumulate several responsibilities is to say that you have skills in the various areas of those responsibilities. Which joins the first point. Therefore, It is good to give out one task at a time and seeing to it that it is executed before giving out another.
Yes, poor remuneration can lead to underperformance and then to a disengagement. Indeed, some employees are demotivated because of their remuneration and seek to attract your attention. Their disengagement leads to their underperformance. If you know your employees well, it will be easier for you to identify this relationship.
Lousy working conditions understood to be things like lack of sufficient communication, unresolved conflict between the employees, the frustration of an employee based on bad comments, lack of working amenities. In short, if the framework is not sufficiently favorable, it can lead to underperformance and the disengagement of your employees.
Some personal problems related to their family may, of course, be a cause of his/her underperformance. No-end quarrels, recalcitrant children, their health or that of their family, the loss of parents or loved ones can influence your employee and give him/her emotional troubles and once there’s emotional breakdown it affects the employee’s productivity in general.
It is quite clear that an undesirable environment cannot benefit your employee.
As you can see, there are several reasons why your employees’ performance is uncertain. And the underperformance of an employee can have a domino effect and drag out other employees, which can make you tumble in the growth. But, if you know enough about your employees and follow these few tips that follow, you could get them out of this discomfort.
Leaders don’t force people to follow, they invite them on a journey.An anonymous
You can not help them if you do not know what they need or what they have. We can not treat a disease without knowing it. Strive to interact with them. If you can do it directly in the interview, it would be much better. Do not expect them to come to you all the time.
After some bad results for a while, try to understand and know the problem if it is related to family, health, or anything to help them. This shows them the seriousness and importance you give them. It affects employees.
The purpose of the interview is to discuss the problem of their underperformance. First and foremost, be relaxed and relax them too, with a fraternal and understanding tone, persuade them to tell you their problem. Show them that their situation is bothering you.
After talking with them, be sure that you have found an alternative to get them out of trouble that prevents them from doing their job correctly. For example, if there is an internal conflict in the workplace, call the people involved, and resolve it immediately. If it is lack of skills or accumulation of too many tasks, you will need to reorganize your staff efficiently according to their abilities and look for performance.
Your discussions with the employees must lead to practical solutions to their problem. He/she will reward you with their commitment to work. Go ahead and set new performance goals together.
We must start on new and good bases. Once you have identified the problem and solved it, you must define new performance goals that they must strive to achieve. Achieving these new performance goals proves that the issue is truly resolved.
Moreover, it is not only when the employee is underperforming that we must seek to define the performance objectives with them. Try a few times to work with employees. This makes commitment higher.
It would be a monumental mistake that after these steps, especially the previous one, not to follow the employee that you rescued until. Then, it requires regular monitoring of the performance for a specified period.
This monitoring can be done through performance management and employee engagement applications like Happierco through which you can comment on its progress, give advice, indicate your expectations.
You barely realize it but comments are important for your employees. So, comment on their progress and their results. It’s always a joy for the employees to see their leader appreciate their work, encourage them and congratulate them. It shows that they are on the right path and it is exciting. We all know that being human isn’t perfect. So, if it is not good, always comment but be more understanding than shouting. This is not the time to make them feel guilty about the company’s regression, to put negative pressure on them. Avoid negative comments.
We all know that being human isn’t perfect. So, if it is not good, always comment but be more understanding than shouting. This is not the time to make them feel guilty about the company’s regression to put negative pressure on them. Avoid negative comments.
This step is essential because it is the moment when they prove that they have not lost esteem and they are getting back into their performance. The thankful back tap can motivate them to do better, to engage frankly. “Good job, dude” or ” you’ve done a great, thank you!” can make sense to them.
It’s up to you to know what your employee really wants. As we said above, poor pay can lead to demotivation and lead to underperformance. If you find that the employee deserves an increase, discuss it with him.
These are all tips that can help you rescue an underperforming employee. If after following all this delicacies and steps, your employees continue to underperform in their areas, call on Human Resources Management Specialist to help them if you do not want to lose them.
If after that, nothing essentially changes, let them leave or ask them to leave because their situation can lead to the domino effect of frustration within your company.
In short, try the best to help your employee. Above all, do not neglect the situation hoping that your employee will recover quickly or pending the annual performance review to act.
Finally, tip: learn to recruit from now on according to the qualification required to a position to avoid the lack of skills, because this is one of the real causes of the underperformance.
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