Handling your Under Performers
photo credit: Rhymes…
Often as managers and executives, we have to handle the under performers from time to time. This can be a daunting and difficult task depending on how many there are and how severe the situation.
You simply can’t tolerate under performance. Budgets are too tight, margins are too close, and the need for growth is too overwhelming for even the largest organizations to be carrying any dead weight.
Rather then getting right to the chopping block when this is concerned, try a few techniques first and see how it goes from there. Try diagnosing the problem and then prescribing a solution for it. If it is a communication problem, then talk about what can be done to improve the situation.
When coming up with and commanding solutions, give a reasonable time for the employee to overcome the boundary and prove that they are getting better. Especially if it was a large problem to begin with, you will want to give them enough due time to fix it.
Do you have any suggestions for handling under performers?
Lee on March 29th, 2009 5:03 pm
The rules of engagement should be understood and agreed upon up front. There should be regular reviews of expectations and consequences as new projects or tasks are assigned. If the rules are understood and applied as agreed to everyone the organization will thrive. Without a clear set of rules and expectations for everyone involved you are out of business. End of story.
Jared O'Toole on March 29th, 2009 5:54 pm
It’s all about communication. Some people honestly don’t even know they are under-performing unless you point it out to them. Make sure they are aware of it and see if there is a deeper reason behind it and what you can help them with.
A lot of under performers are simply confused or don’t understand their role completely but are embarrassed or to shy to ask for help.
Jason Monastra on March 31st, 2009 8:33 pm
All valid points, however are looking at all the angles. Trust me my natural tendency is to hand out the pink slip and hire a replacement. That is not the answer however. I find myself now looking at the entire situation, both from their perspective, mine, the companies, and the environment. A great deal of factors can influence change and ensuring that as many of them are aligned for success as possible only increases your chances of success.
Once that base is established and you are still having issues, team effort and collaboration can also be effective.
However when all are exhausted, performance metrics and improvement plans are the end of the line. Don’t waste too much time at this point, as normally this is the end of the road.
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