Managing employees who are underperforming can be a difficult task for any manager. It is essential to be prepared for an emotional response, address the issue head-on, and involve Human Resources from the start. The best way to improve work performance is to hold employees accountable for their work and set expectations and responsibilities from the outset. Starting from a position of empathy will let your team know that you care about their interests, even when you have to report occasional poor work performance. When providing feedback, it is important to be clear and specific.
An action plan should include measurable objectives and deadlines to guide your efforts in achieving better performance. This is not a vague promise to do better, but a clear design of objectives. Talk to your employee at their next one-on-one meeting instead of waiting for a performance review meeting 3 months from now. Officevibe's custom software can help managers plan and track meetings with templates created specifically for difficult conversations. Appreciating the performance of your employees is important, but offering only positive feedback isn't enough.
Constructive feedback involves pointing out weaknesses and areas for improvement. The performance management cycle can help you understand what training is important for your employees and at what stage of performance. It starts with setting objectives and ends with rewards for a job well done, leading to the establishment of new objectives and the re-establishment of the performance management cycle. However, if all else fails, dismissal may be necessary. As a manager, it is your duty to ensure that you have the best team to meet your objectives and succeed.
