9 Ways to Manage Low-Performing Employees

Astute business owners will realize that employee behavior is not the sole responsibility of that individual, but rather a broader thing in which the coordination of both parties is required.

When a person engages in behavior that causes concern, keep in mind that this individual was in some way recruited into the company on the basis of his own skills, diligence and attitude. If not eliminating employees, business leaders need to consider the approach to managing people and find ways to help "lost" employees get back into the common machine.

1. Have clear feedback

Before giving an employee reprimand for not putting in enough effort, give them as much information as possible. Tell them if the quality of the work they perform is dropping drastically. Communicate what needs to change, how the person should adjust their approach to work, and the time the company gives them to turn things around and improve performance. Sometimes, all they need is a push in the right direction.

2. Listen to disagreements

Communication is a two-way conversation and managers should be prepared to listen to employees' perspectives. Is there a reason for the change in work attitude? The subordinates no longer put much effort into the work because they are not satisfied with something? Exploiting the root cause of all problems is paramount.

3. Address company-wide concerns

If an employee points to a concern that could affect more than one person, make sure it is addressed. If a person feels he is overloaded at work, it is possible that others will feel the same way.

A good way to deal with this situation is to immediately hold a meeting with representatives of relevant departments to discuss the company culture: How do they want to improve these issues and the employees on their team can How can it be done? Make it clear at the beginning of the meeting that this is an open discussion, and employees are free to voice their grievances without fear of repercussions or consequences.

Emphasize that the real purpose of the meeting is to find a solution to every problem, not an occasion to find someone to fire. This collective approach will make employees feel that they are valued and part of the overall growth of the company – an individual self-motivation.

4. Find out what employees work for

It's hard to lead someone if you don't know what they're up to. Take the time to get to know your employees better: Long-term goals and aspirations and where they want to be in their careers within one to three years.

Sometimes an employee's lack of commitment stems from feeling underappreciated, or conversely, being entrusted with too much work at once. The only way to overcome this is to have an understanding of the people involved. Such valuable information will ensure that your employees are assigned to the right roles and responsibilities.

5. Set performance goals together with employees

Outlining the performance goals an individual must achieve is important. Ask employees how they want to improve, what they want to achieve, and what new skills they need to learn. Inviting employees to a specific level of commitment motivates them to work harder and strive to perform better.

6. Follow up

A good manager will always follow his employees closely. Once you've set your goals, make sure you keep track of your progress. If you ask someone to complete a task by a certain date, make sure he completes it on time.

Successful leaders hold their employees accountable. Most people will appreciate this work model and respect the manager's due diligence. Showing an interest in an employee's work can also significantly enhance a company's culture and morale.

7. Recognize and reward progress

One of the effective ways to change disengaged, uncommitted employees is to ask them to improve the quality of work, then don't forget to reward them if they have better efforts and progress. Be sure to recognize these achievements in time and congratulate your employees for changing the way they work.

Continue to provide performance feedback and reward employees appropriately financially to increase motivation and make them more accountable. Regularly using simple statements like “thank you” or “well done” can also take things a step further.

8. Seriously tackle repeat inefficiencies

If an employee consistently exhibits poor performance, the manager needs to formally address the behavior. Doing this will let employees know that the boss takes this matter seriously and will not tolerate attitudes that are not conducive to the group's performance. What's more, sometimes other hard-working team members will become lethargic and lethargic if they see individuals working irresponsibly without being reprimanded.

9. Know how to stop at the right time

Letting someone out of the business is never a good thing and it is considered a last resort. But if an employee continues to flout the rules, underperforming, and creating negative effects, cut back. Retaining employees who are not up to the task can lead to disastrous results such as boredom, low morale, and poor quality work.