Dealing with unsatisfactory performance

Dealing with unsatisfactory performance

At some point
in your career as a manager, you’ll likely come across
an employee who is behaving in an unsatisfactory manner. Here are some possible causes for an employee’s
unsatisfactory performance: 1. Clarity: Start by looking
at your own contribution. Did you provide SMART objectives for the employee
to work towards? Do you have a
performance agreement in place? Did you clearly communicate
your expectations? If the answer is no, these
are quick and simple actions that you can take immediately. 2. Ability: Does your
employee have the ability to complete the tasks to
the minimum standard required? Did your employee receive
training, mentoring, support? If not, figure out a learning
plan with your employee. This could
involve formal training such as taking a course, but it could be as simple
as doing some job shadowing or having someone provide
guidance as your employee builds up
an adequate skill set. 3. Personal issues: Is your
employee having issues at home? Or issues with stress?
Or health issues? All of these can
have an impact on a person’s ability to perform at a job. An indicator that there may
be a problem is a sudden drop in performance from an employee
who is usually very dependable. A first step in cases
such as this would be to have a conversation about
what you’ve noticed from this employee’s performance
in an objective way. It’s up to the employee
themselves to decide whether they want to share details
about their personal issues but a good suggestion
is to remind them that the Employee
Assistance Program is there for them
should they wish to use it. Because performance
problems can indicate a need to accommodate,
you, as a manager, may be obligated to decide if
there is a need to accommodate, even if the employee has
not specifically requested it. Since these situations are
not something that managers face on a regular basis,
feel free to consult with your HR specialists
for guidance. Regardless of the reasons
for unsatisfactory performance it is your responsibility as a
manager to meet the expectations of your organization
by getting results and to meet the needs of your employees as you support them by fostering a culture of high
performance within your team.

Comments (1)

  1. Do as the Public Service says; not as the Public Service does.

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