Believe an employee is worth keeping?
Have you ever had an employee who isn’t performing as well as you’d expected but don’t want to lay them off? If you believe they are worth keeping, you may simply not know how to manage a poor performer.
Managing Poor Performers
Managing poor performers can be challenging, especially if you do not have the right approach, you could be seen as, inconsiderate, ignorant, and employees may even quit before you get the chance to get them running back up to speed. However, with correction implications, running employees up can be easier than ever.
Performance Plan
Sometimes, performance plans may not be suitable due to personal, physical, or psychological issues. However, having a well-structured plan can still lead to great results: a well-structured plan should include:
- An attempt to find the root of the issue/complication.
- Identifying said issue and bringing it up with the employee, i.e. having a discussion with the employee about the issue.
- You must then set clear expectations aligning with the original job description, demanding no more than what is required.
- You must continuously provide constructive criticism, and recognition when jobs are done well
- As well as recognition, you may offer extra resources/support to aid in further excelling of the work they are required to do.
- Set short term goals, something they can work towards to show themselves they are capable of achieving goals in the work place.
- Its important to remember, regardless of the fact they are a poor performer, you must be empathetic and firm, be consistent with the training/performance plan, and focus on solving the solution, not dwelling on the problem.
Increasing Job Lengths
Keeping employees that feel burnt out / performing poorly can be a benefit to the company / team as they can be very knowledgeable in the job however don’t have the worry to perform at their best, enticing them with promotions and opportunities opens a gateway of success for both the manager and performance planner, but for the employee themselves as they can strive to work harder and help see better results within their work and be proud of what they produce.
Benefits of a well thought out training plan
The benefits of a well thought out training plan include that the success of the training would be much higher, causing the employee to stay, and/or realise that the job isn’t for them, which is fine. It also opens the opportunity of them endeavouring into other avenues of the field, allowing them to enjoy their work again and feel like they are performing in a way that is being noticed by the mangers.
Future
Keeping employees attentive to the job through out their career especially aiding them when they are performing poor, allows the company to keep employees long term and create a team of vast knowledge and great skills in the future. The more employees that the company keeps satisfied and on board will produce greater results in the future, with high important on good engagement of poor performance as most of the time, they have the right skillset to complete the job, however lack the motivation to strive for success.
For more HR or staffing help contact CIRCLE Recruitment & HR or call 1300 923 000
Written by CIRCLE Recruitment & HR
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