No employer has time for a poorly performing employee because they consistently fail to deliver on what's expected of them in them in the workplace.
Should you spot a poor performer in your own workplace, the chances are you'll want to take drastic action - specifically dismissal.
But before you go ahead and jump the gun here, it's worth taking a step back and considering the power of one alternative strategy.
Keep reading to find out what it is...
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
The first performance review software is now available in South Africa.
This software will help you determine quickly and accurately:
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.
The alternative strategy to dealing with poor performers is…
Never underestimate the power of motivation. Because this simple strategy has the power to transform a poor performer into one of your best employees.
All you need to ensure is that you understand the following…
It's not about what you do, but about how you do it.
You see, motivation in the workplace is about how you do things, not necessarily about what you do.
In other words, every employer will wish to speak to an employee about his poor performance. But it is the way they do it can mean the difference between improved performance and complete demotivation, which will lead to lower performance standards.
To help you understand this more, here's an example:
Jimmy has been making many mistakes on the budget spreadsheet, and you as the employer are not happy.
You'll have two choices on how to deal with him, each of which has their own results…
'Jimmy! You always make mistakes on the spreadsheet. You know, you're really just wasting my time!'
'Jimmy, the fact that the budget spreadsheet contains many errors impacts greatly on the budget report I need to submit. And that's not good because the company needs this report to effectively allocate money.'
What will result from these options?
will more than likely demotivate Jimmy to the point of no return. His performance will sink even lower than before because of those words.
Don't use absolutes (always, never, all the time etc.). Not only are these words not true, but they have the potential to completely destroy an employee's morale.
, on the other hand, seeks to explain the situation to Jimmy so that he completely understands the magnitude of his errors.
This has the potential to kick-start him into action, after which he'll strive to ensure that the budget spreadsheets are free from errors.
*To learn more on how to effectively deal with poor performers in the workplace, page over to Chapter P 05
in your Labour Law for Managers,
as well as Chapter P 04
in your Practical Guide to Human Resources Management
Get rid of your poor performer without landing at the CCMA!
You can't afford to have poor performers in your company. But you also can't afford to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.