HomeHome SearchSearch MenuMenu Our productsOur products

Here's how to make underperforming employees reach the top of your team's results!

by , 04 May 2015
What do you think is the best option for dealing with an underperforming employee or an entire team or department? And, more importantly, who's responsible for such a situation?

Should the employee/team be fired? Should the manager change its management?

Well, the truth is, in more than 95% of all cases, it's the management that needs to be changed.

Note that having a proper guidance and leadership, even low-performing employees can be transformed into high performers.

Here are three ways to do that, according to Entrepreneur.com:

1. Find the reasons for which someone is a nonperformer.

As a first step of transforming someone who's underperforming into someone with good or excellent results, find why they're not meeting performance expectations.

"Every employee has unique needs and desires. In many cases, what motivates an underperformer is different from what influences a high performer. Theories such as Abraham Maslow's hierarchy of needs and David McClelland's human motivation theory can help managers identify people's underlying motivation" – Entrepreneur.com.

2. Show the person's value to the company.

If an employee feels like he doesn't matter in a company, he'll act like the company doesn't matter for him and this attitude will show in his work.

According to a 2013 Harvard Business Review report, '70 percent of 550 executives surveyed believed that employees should have an understanding of how their position contributes to the company's overall strategy.

Explain to them why they matter and offer them important feedback on how what they do helps or affects the company.

 ***********  High Rated Product  ***************

Turn your computer into a first-rate employee performance review tool!

And transform your employees' quarterly appraisals into something simple, fast and effective


3. Set specific and clear expectations.

If someone doesn't know how he's expected to perform when it comes to his daily work tasks, he'll also find it difficult to deliver or follow his progress.

According to the same source, once your make an employee aware of his or her performance, you have to develop clear expectations for moving forward. Outline the person's expected role and responsibilities within the company, offer clear feedback on performance and set measurable, achievable goals.

Related articles

Related articles

Watch And Learn

Related Products


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>