Employees are the biggest asset of the organizations but disengaged, unfocused and struggling employees can sap the life from any business. Struggling employees can harm the business’s performance, dampen workplace morale and place unnecessary stress and pressure on other team members. It is also recognized in many studies that such behavior and poor performance is not the sole responsibility of the individual staffer, but rather something that manager and employees both need to work on together.
Here, we are giving tips to figure out and get back your struggling employees and poor performers to overcome from their barrier.
Diagnosing Reason for Poor Performance:
Before you can fix poor performance, you have to understand its cause. Does it come from lack of ability or low motivation? It’s very hard to direct someone without understanding what makes him or her tick. Incorrect diagnoses can lead to lots of problems later on. If you believe an employee is not making enough of an effort, you’ll likely put increased pressure on him or her to perform. But if the real issue is ability, then increased pressure may only make the problem worse. Take the time to get to know employees.
Provide Clear Feedback:
Give a clear feedback and document the performance problems you have observed. In such cases documented feedback plays an important role. Consistent, ongoing and clear feedback is much more beneficial than reprimanding an employee for their lack of performance. This includes speaking immediately and directly to any employee once their work quality has taken a turn for the worst. The faster feedback is given the better off the employee will be.
Facilitate Open Communication:
Communication is a two-way street and managers should be prepared to listen to an employee’s point of view. Feedback is important, but managers who really want to improve struggling employee performance need to remember that communication involves talking and listening from both sides. Many times, there is a logical explanation for why an employee is suddenly failing to live up to their normal performance metrics.
Set Performance Goals Together:
Goal-setting is an important part of motivating any struggling employee to make improvements. When it comes to encouraging and facilitating change among struggling employees, it is important that both parties come together to set new performance goals and milestones. Set clear expectations offer other resources to assist the employee. It is vital to involve the employee in the process of outlining your expectations and their performance targets. Ask them how they would like to improve, what they would like to achieve and the new skills they would want to learn. Inviting this level of engagement will motivate employees to work hard and strive for betterment.
Provide Additional Training:
Provide additional training to such employees after diagnoses and understanding the root cause of poor performance. Explore with them whether they have the actual skills required to do what’s expected. Given the pace of change of technology, it’s easy for people’s skills to become outdated. Resupplying and retraining will often cure poor performance. People and organizations may get into ruts, and fail to recognize these issues until poor performance finally highlights them.
Recognize and reward improvement:
The goal of working with a struggling employee is of course to hopefully see improvement in their actions and their performance. Once a precedent has been set for new expectations, it is important to recognize and reward improvements that have been made. Showing positive reinforcement is a must. Forgetting to reward progress after the effort is put in is one sure way to alienate disengaged employees, especially after asking for an improvement.
Source: 6 Tips to Manage Struggling Employee in your Organization – Flagon HR Services
From India, Delhi
3Here, we are giving tips to figure out and get back your struggling employees and poor performers to overcome from their barrier.
Diagnosing Reason for Poor Performance:
Before you can fix poor performance, you have to understand its cause. Does it come from lack of ability or low motivation? It’s very hard to direct someone without understanding what makes him or her tick. Incorrect diagnoses can lead to lots of problems later on. If you believe an employee is not making enough of an effort, you’ll likely put increased pressure on him or her to perform. But if the real issue is ability, then increased pressure may only make the problem worse. Take the time to get to know employees.
Provide Clear Feedback:
Give a clear feedback and document the performance problems you have observed. In such cases documented feedback plays an important role. Consistent, ongoing and clear feedback is much more beneficial than reprimanding an employee for their lack of performance. This includes speaking immediately and directly to any employee once their work quality has taken a turn for the worst. The faster feedback is given the better off the employee will be.
Facilitate Open Communication:
Communication is a two-way street and managers should be prepared to listen to an employee’s point of view. Feedback is important, but managers who really want to improve struggling employee performance need to remember that communication involves talking and listening from both sides. Many times, there is a logical explanation for why an employee is suddenly failing to live up to their normal performance metrics.
Set Performance Goals Together:
Goal-setting is an important part of motivating any struggling employee to make improvements. When it comes to encouraging and facilitating change among struggling employees, it is important that both parties come together to set new performance goals and milestones. Set clear expectations offer other resources to assist the employee. It is vital to involve the employee in the process of outlining your expectations and their performance targets. Ask them how they would like to improve, what they would like to achieve and the new skills they would want to learn. Inviting this level of engagement will motivate employees to work hard and strive for betterment.
Provide Additional Training:
Provide additional training to such employees after diagnoses and understanding the root cause of poor performance. Explore with them whether they have the actual skills required to do what’s expected. Given the pace of change of technology, it’s easy for people’s skills to become outdated. Resupplying and retraining will often cure poor performance. People and organizations may get into ruts, and fail to recognize these issues until poor performance finally highlights them.
Recognize and reward improvement:
The goal of working with a struggling employee is of course to hopefully see improvement in their actions and their performance. Once a precedent has been set for new expectations, it is important to recognize and reward improvements that have been made. Showing positive reinforcement is a must. Forgetting to reward progress after the effort is put in is one sure way to alienate disengaged employees, especially after asking for an improvement.
Source: 6 Tips to Manage Struggling Employee in your Organization – Flagon HR Services
From India, Delhi
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