Managing your employees’ performance is never an easy task, especially when they’re not quite hitting the mark. However, it is extremely important to manage this early on. The implementation of strategies to prevent underperformance reduces the likelihood that you’ll have to manage underperformance later on. Similarly, it also benefits other employees who may have to pick up the slack for underperforming workers. Here are some handy tips you can use to prevent underperformance in your workplace.
1. Establish Clear Expectations and KPIs
Setting specific and measurable expectations for your employees is important. This ensures they understand their obligations and also their performance indicators. Employees’ can also set goals and objectives based on these which can be reviewed at performance appraisals.
Exact job specifications and job outlines provides the employee with a clear structure surrounding their expected performance. For more information, you can read our guide ‘What is Performance Management?‘.
2. Conduct Regular Performance Reviews
Performance reviews are valuable tools employers can use to evaluate and measure an employee’s capability. Sometimes employees’ are simply not aware that they are underperforming. Performance reviews provide the perfect opportunity to raise any issues before they escalate. It can also act as a motivator for employees’ to meet goals set for the next appraisal. Most businesses conduct performance reviews every 3-6 months.
A performance management policy can be a handy tool in preventing underperformance. This sets out the procedures and policies which can be followed to manage underperformance and how to prevent this.
3. Encourage Employees’ Interests and Passions
Having enthusiasm and interest is a key driver for employees. A 2014 report conducted by Deloitte found 88% of employees do not have a passion for their work. This meant they did not contribute to their full potential and generally underperform.
Encouraging your employees’ to work on projects they are interested in increases their engagement in the task. In addition, they are more likely to feel appreciated and valued if their passions and interests are recognised.
4. Endorse Training and Education
Not only do employees tend to value professional development, this will also make employees better at their job. Helping your employees to hone and diversify their skills can help them ‘learn the ropes’ outside of the office. This will also send the message that you take their role seriously, and are willing to invest in educating them to be the best they can be. Further, they will acquire industry knowledge and tips from external experts.
Key Takeaways
Underperformance can be frustrating to deal with as an employer, however it’s also something that can be prevented if the right measures are taken. If you’re looking for ways that you can implement these strategies in the workplace, an employment lawyer may be able to assist.
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