How to Address Poor Employee Performance

Poor employee performance can take many forms, from workers who are frequently absent to those who spend the day talking to colleagues rather than doing their job. The important factor is that when workers don't concentrate on what they are supposed to be doing, their tasks suffer. If you are in charge of managing a group of employees, you should be aware that this could become a serious problem that can affect the company.

  1. Address Poor Employee Performance

    • 1

      Find out if there is valid reason behind the problem. If the employee is too stressed, too tired or too pressured, he may be slacking as a natural response to the problem. He may simply need some time off to resolve personal issues. If you find there is something valid behind the poor performance, try to find a way to deal with it.

    • 2

      Let the employee know that there is a problem. You may be surprised to find out that she is not aware of his poor performance. Address the importance of finding a solution quickly and effectively so there won't be a second conversation about it. Emphasize solution rather than making it feel like a warning.

    • 3

      Establish clear rules. Let an employee know what is expected of him on an everyday, weekly and monthly basis. Make the goals clear and easy to follow, but encourage workers to go to management if they need help or feel there is something missing.

    • 4

      Provide employees with tools to monitor their own performance in the form of software, daily quotas or follow-up meetings. If people are aware of a specific date or number, they are more likely to keep up their end of the bargain.

    • 5

      Boost employee morale by setting up a reward system for workers who achieve certain quotas or complete some tasks in any given period. While it's true that competitiveness can create some tension among workers, it's also true that it tends to work positively when it comes to improving the overall job outlook of an office or work area.

Tips & Warnings

  • Never ignore poor employee performance in hopes that the problem will fix itself. If you see the same pattern repeated over the course of several days, it may indicate the beginning of a long-term model. Nobody can give 100 percent every day, but if you notice a steady decline in performance, then it may be time to address it.
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