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Nip your poor performers' lack of productivity in the bud today!

by , 02 April 2013
Poor performers tend to bring down the performance of an entire department. But a recent study has found that your poorest performers are usually the happiest. The reason? They often don't even realise they're not meeting the mark when it comes to key performance areas. Here's how to make your poor performers more productive.

It's no April Fool's joke – poor performers are the happiest employees.
That's according to a new study from the consulting firm Leadership IQ, says CityTown.Info.
One reason for this is that poor performers are rarely aware of their poor performance.
Tell your poor performer that he's not meeting targets or the whole department will suffer!
That's why you need to bring this up often – don't wait for the next performance review, or you're likely to see a pattern forming where performance improves for a few weeks after the performance review, then drops again when the employee realises he isn't checked up on.
But you need to nip this behaviour in the bud today.
Don't wait for your next performance review or gloss over problem areas…
Letting your poor performer continue to be a poor performer could result in your more dedicated employees working longer hours to correcting their underperforming co-workers' work, adds CityTown.Info.
And the longer you wait to take corrective action, the more money and opportunity your company will lose from poor performance, says Fox Business.
That's why FSP Business suggests holding informal discussions more often to check that employees are on track to meet your expectations and to clear up any worries they may have.
Then, get back to basics, because good employee performance starts with explaining each employee's key performance areas and how to tell if they've been met or not, says FSP Business
Remind your poor performer of the key performance areas he needs to focus on
Set up a quick meeting with your poor performer and explain that he's not meeting the key performance areas for his specific position, and explain the implications if the behaviour continues.
Then set up a meeting in a few weeks where you can check if everything's back on track and can discuss any problem areas from both sides.
If this doesn't work, you'll need to start disciplinary proceedings so that your poor performer doesn't become an even bigger problem, says FSP Business.

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