Performance Monitoring: How To Manage Poor Performance In The Workplace

Performance monitoring is all about identifying a broad range of methods and choose the right method at the right time. Sometimes it is crucial to monitor performance against the set objectives. Managing poor performance at different corporations is becoming a growing concern every day.

Employers are increasingly becoming less tolerant towards under performers. Performance Monitoring can be achieved by observing the behavior of employees and getting the feedback from other team members.

How To Manage Poor Performance In The Workplace

The very first step in this process is to identify why a particular employee is under performing. First, the manager must recognize if there is some sought of task interference. Task interference refers to anything that prevents the employee from performing his or her job to the expected standards.

It can also be something that employee does not have access to proper resources like tools, skills, training and managers support.

Since employee performance also affects organizational performance, it is very necessary to fix the problem at the early stages. The performance of an employee mainly depends on employee’s skill set and motivation. So it is very necessary to improve the skillset by training and motivation by giving good encouragement.

Some of the best ways to manage poor performance in the workplace are:

1) Give Regular feedback:

It is the process of giving constant and constructive feedback on the performance of an employee. This method should be followed in a non-threatening manner. So giving the employee a continuous feedback on what he has done well and what areas needed to improve will help the employee to do better in his work.

2) Guide and Counsel:

Managers should be very patient when they deal with underperformers because the factors affecting the performance could be varied depending on different parameters of the job profile. It is necessary for the team leader to inform the employee how he can improve upon various job duties. Sometimes a little bit of hand-holding and mentoring also plays an essential role.

3) Train to enhance the skills:

An under-performer may lack many skill sets a job requires. It is very necessary to upgrade the skills of an employee by training. Also, consider giving the employee an easier task if that employee is feeling pressurised in his current job profile.

4) Set Time Frame:

Once the manager has identified the issue and he has provided sufficient training and mentoring, the employee should be given some particular time time-frame to improve his performance.
This time-frame can vary from company to company but 3-6 months of time considered to be a reasonable period.

5) Prepare Exit Strategy:

Even after following all the above steps, if any employee does not deliver good results despite coaching, mentoring then the employee can be asked to leave the company immediately. To avoid sudden layoff, the managers should be firm in communicating the feedback. Managers must inform the employee that they cannot try endlessly for better performance because they have the greater responsibility to deliver results for the company.

6) Three Proven ways to handle employee performance effectively:

7) Some better ways to handle poor performance:

When the above steps are followed, bad performing employees can be eliminated, and the performance monitoring process can be carried out in the right manner.


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