4-Step Process to Manage Poor Performance

Managing poor employee performance is hard. It can lead to anger, finger pointing and can sometimes result in more problems. While doing it properly is a challenge, it’s one of the most important roles of a coach and manager.

Typically managers react to poor performance in two ways: they are either too easy on the offender by glossing over the situation (or they say nothing at all) or they are too harsh in their corrective action by not being sensitive to the needs of the employee. In other words, managers are either people pleasers or taskmasters: both of which are not good.

There is help! Our four-step process will help all managers, regardless of coaching style, become more effective in correcting poor employee behavior.

Tip: It’s important when giving performance feedback that you ask the employee if he or she has a few minutes to talk privately. This signals to the employee that something important needs to be discussed. During your meeting, follow this four-step conversation sequence:

Step 1: Remind the employee what “good” looks like. Tell him or her what the goal is—what the behavior is that you want to see—or what results you are looking for. Be direct and clear in your communication.

Step 2: Tell them what specific behavior you have seen or heard and how it missed the mark. Make sure you note areas that need attention and improvement. Then, let him or her know how the poor performance is impacting other employees and the organization.

Step 3: Ask for the behavior you want. Outline an improvement plan in the identified problem areas. Be sure the employee clearly understands your expectations.

Step 4: Ask the employee what you can do to help boost performance. If a lack of training or mentoring is the problem, find a way to provide the necessary guidance. Give the employee the resources, tools and support needed to help him or her improve.

It’s always better to deal with these types of situations rather than ignore them, even if it’s not the most comfortable conversation. Poor employee performance, if left unaddressed, can be toxic to the work environment and detrimental to the profitability of your business.

 

 

Never miss a post! Get blogs and more delivered directly to your inbox.

arrow-right Sign Up