BLOGS

Managing an underperforming employee is one of the most challenging things you deal with in talent management. On one hand, you recognize that an employee's job is their livelihood and that letting them go has negative consequences on their personal life. On the other hand, the performance of your business hinges on the work of your employees, so keeping someone on board when they aren't pulling their weight can drag down the rest of your team.

While it's a potentially awkward and uncomfortable thing to address, failure to do so rarely yields positive change. So how do you address poor performance gracefully but effectively? The best managers strategize their plan of action with honesty and clear intentions.

1. Identify the Issue

First and foremost, you will want to evaluate the situation and identify the root cause of the performance issues you are noticing. Did they emerge suddenly, or are you recognizing problems that have resulted from ongoing poor habits? Consider that external factors may be contributing to your employee's poor performance and prepare to discuss them with empathy.

It may also prove valuable to take a look at how other teammates are managing their work and succeeding where an underperforming employee is falling short: Is there something that you can change about the workflow process that would help to level the playing field? Was this employee given access to the same training resources as their peers? Acknowledge the possibility that something in your current talent management strategy could also be a contributing factor to their performance.

One area commonly in need of reevaluation is the hiring process. If onboarding procedures are unorganized and lack sufficient dedicated time with the hiring manager to set clear and realistic expectations, it isn't uncommon for an employee to misunderstand the scope of their responsibilities and mismanage their priorities as a result. Consider working with a staffing firm, where recruiting experts, like those of FrankCrum Staffing, have developed efficient and effective processes for onboarding.

2. Address It ASAP

Once you have identified the issue and evaluated the circumstances surrounding it, you will want to speak with the employee as soon as possible. Catching bad habits before they've had a chance to take root is key to solving performance problems quickly and efficiently. It also demonstrates to your employee that you have expectations in place, and that they must rise to meet them.

3. Communicate Clearly

When addressing the issue, be very clear in your communication about how you are defining their performance problems. Did they fail to meet a series of deadlines? Have they fallen short of their sales goals for the past few months? Make sure that your employee knows what is expected of them, this is often overlooked or taken as a given, but it pays to be very clear about what you are looking for.

This is critical when setting goals to improve performance as well. Discuss the actionable goals that can be set toward improving work performance and establish deadlines for accomplishing them.

Additionally, it is helpful to acknowledge that you are equally committed to learning and developing as a manager. Be open with your employee about any points of improvement you have identified for yourself and be open to their suggestions as well. Actively listen to any feedback they have and approach the conversation with an open mind and a willingness to collaborate with them toward their success.

4. Follow Up

No matter how detailed your plan of action is, it will inevitably fall by the wayside if you do not follow up on the goals you and your employee have established. When working with them to discuss and establish performance goals, also take the time to schedule progress report dates and be clear about the specific improvements you expect to see at each check-in.

Plan to meet with them regularly along the way to discuss their progression toward these goals - this allows you to stay involved in your employee's improvements and shows that you are invested in and committed to their success. Work with them and allocate resources as necessary to help ensure they accomplish their goals.

5. Reward Progress and Acknowledge Achievements

As you regularly follow up with your employee, be sure to recognize what they've accomplished. If they were able to close a deal, or if a client gave positive feedback on a project they were involved in, shine a light on that. Acknowledging their hard work and progress is motivating and reinforces that you are not only aware of their shortcomings but also their successes.

6. Be Clear About Consequences if No Progress Is Noted

If you are still not seeing progress after working with your employee and providing all of the tools for their success, it may be time to shift the conversation toward consequential action.

Be clear that you still want them to succeed, but that they have not met the clear expectations and performance markers you worked together to set in place. Help them to understand that their poor production is affecting their other team members, and that it is your responsibility as the manager to look out for the whole team.

If you feel that they have not made any effort to improve, it is important to be clear that you cannot continue to keep them on your team if their performance does not change.  

7. At the End of the Day ... Accept That It May Have Been a Poor Fit

Unfortunately, there are instances when, in spite of your best efforts, an employee is unwilling or unable to change their performance. This is where you need to make the tough decision to accept that it may have been a poor hiring decision. Ultimately, you cannot continue to pour time and resources into an employee who is negatively affecting your business without any attempt to improve.

If this is the case, hiring managers and recruiters can use the experience as a learning opportunity to evaluate their talent management strategies. Were there any red flags that could have been identified sooner? Is there something you can do to attract and retain candidates who are better suited for the role? Reflect on the takeaway points that can help you to improve as a human resource manager.

In Conclusion

Performance management is undoubtedly one of the hardest parts of working in human resources, but establishing, maintaining, and implementing an effective talent management strategy helps to ensure the success of your business. 

Need help improving your talent management strategy? Contact FrankCrum Staffing today.

The team of experts at FrankCrum Staffing is here to help. FrankCrum Staffing's proven process includes careful screening, personal interviews, and skills assessments to ensure a candidate is a good fit from the start. They conduct quality check calls on long-term or contract placements, to ensure the candidate continues to be a good fit throughout the length of their employment. In the event an employee underperforms, FrankCrum Staffing is here to provide you with HR guidance.