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Get your poor performer back on track in five ways...

by , 15 June 2015
When Kate started working at your company a year ago, she was a star performer.

But, for the last three months her performance dropped.

Now you're stuck between a rock and a hard place. You don't want to dismiss her because she has potential to become a great performer.

Well, you don't have to dismiss her. I'm going to show you how to get Kate's performance back up, improve your company's bottom line and create a loyal employee that will stick with your company for life!

Read on to see five motivators to make your poor performing employee a great one...


The First Performance Review Software Available in South Africa
- In accordance with the 2014/2015 Labour Laws

The Performance Review Software helps you determine quickly and accurately:
  • Your employees' skill levels;
  • How every employee contributes to 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.

Five motivators to make your poor performer a great one

1. Make employees feel part of the organisation

Employees who share the aims and objectives of the organisation will work harder to achieve goals.
Make sure your values are aligned with those of the majority of your staff members. If you don't stick to your stated values your staff will become cynical and you'll lose their trust.

Original Recruitment prides itself on its work-life balance approach to its employees. It displays posters about its commitment to family life and work-life balance on the walls of the passages and the boardroom.

However, the employees know the company doesn't really believe this. Managers place tacit pressure on employees to work late and women who take time off for ill children or maternity leave are ridiculed. It's so bad that if any employee wants to take time off for any reason other than grave illness, they lie about their reason and call in sick.

Original Recruitment isn't living out its stated values and its staff are cynical and demotivated.

Tip: Carry out regular polls to see if your employees feel you live up to the values of the organisation as you expect them to. Do a value audit at least once a year to see if you're actually living out your values. Your staff will be more motivated than if you just put up posters that aren't really reflective of your organisation.

2. Make employees feel they add value to the organisation

Employees will be more motivated if they believe they actually contribute to the success of the organisation than if they think they're just going through the motions. Sometimes it's enough to simply tell your employee you value his work. However, taking up employee suggestions and actually implementing them is ample reward.

3. Make sure your goals and your employees' are aligned

Identify what attracts people to your organisation. Aligning your goals with this and what they want to achieve will retain good employees and motivate them to work harder. Pride in the organisation and feeling it's really going places is a great motivator.

4. Make sure employees feel a part of a great team
Sometimes employees will be motivated by who they work with even if they don't like what the organisation stands for. This is particularly so for people who are motivated by other people and who like working in a team.

Tip: Do a psychometric test to see what motivates your employees. Different people have different needs and the same motivator won't work for everyone. By doing this you can also group like-minded people together.

For instance, self-starters hate to be micro-managed, but people who are scared to make decisions will benefit from closer guidance.

5. Make sure employees feel they're achieving something
Operating in a vacuum scares most people, even those who are relative self-starters. Share goals, strategies and vision and let employees know how they fit in and where they're going in their jobs and the company. This will make them more motivated, focused and better-performing.

If your employees don't understand why they're doing their job they won't perform to their greatest potential.

To read on the steps you can take to improve your poor performer's work, turn to chapter P19: Performance managment of your Practical Guide to Human Resources Management. Don't have a copy yet? Click here.

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