Underperforming Employee? Here’s What to Do

As one of the leading human resources firms in Connecticut, Stewart Staffing knows that when it comes to your team, you need everyone performing at their best if you want to be as productive as possible. That can be tough to achieve, however, when you have someone on your staff who isn’t doing well or meeting goals. Short of letting them go, what can you do? Here are a few tips to help you deal with this delicate situation:

Offer feedback.

How much feedback are you giving to your problem employee? If it’s not a lot, then that could be the source of the problem. If they don’t know where they’re going wrong, then you can’t expect them to get back on track. That’s why clear feedback should always be your first step when dealing with these issues.

Listen to their thoughts.

You shouldn’t be the only one doing the talking in this kind of situation. Once you’ve voiced your concerns, you should also give your employee the floor and let them offer their side of the story. Perhaps there’s a good reason for the performance issues. Maybe they don’t feel like they have the right training or guidance to meet your expectations. Whatever the case, having a conversation about the situation will only serve to provide you with valuable insight into why things are going wrong.

Get to know your employee.

How well do you know your underperforming employee? If it’s not well at all, then that could be part of the problem. Without knowing what makes them tick, it’s hard for you to motivate them and keep them performing at their best. So beyond talking about their specific performance issues, discuss the big picture too. Talk about their career goals, aspirations and where they see themselves in the next few years.

Involve them in the plan.

Getting your employee back to performing at an optimal level requires a plan of action. But don’t just give them a list of demands. Work with them to develop next steps together. Talk about areas where they would like to improve and skills they want to acquire. When this becomes a collaborative process, your employee is more likely to stay engaged.

Reward progress.

When your employee starts showing signs of improvement, make sure that you recognize and reward them for it. They will be far more likely to continue growing and progressing, as well as reaching performance goals in the future.

Talk consequences.

If, however, your employee’s performance is not improving, then it’s time to get serious. You need to communicate specific consequences and follow through on them. If you don’t, then their bad behavior will simply continue.

Need more help dealing with these or other HR-related issues?

Call the team at Stewart Staffing. As one of the leading human resources firms in Connecticut, Stewart Staffing can help you take the hassle out of HR – so you can focus on other priorities. Contact us today to learn more about how we can help you.

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