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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.


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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.

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