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?