5 TOP ways
to DEAL with Underperformers
1.
Communication
The most important & basic first step is “Communication”. The reports, statistics & records might show a clear picture that someone is not making the cut, but nothing is obvious till we communicate.
The most important & basic first step is “Communication”. The reports, statistics & records might show a clear picture that someone is not making the cut, but nothing is obvious till we communicate.
2.
Drill to
the Core Issue
Post the Communication, dive deeper into the core issue to find the cause. Now when the cause is identified, we need to Counsel and Coach the person so that things can optimistically improve.
Post the Communication, dive deeper into the core issue to find the cause. Now when the cause is identified, we need to Counsel and Coach the person so that things can optimistically improve.
3.
Identify Core
Strength
We all have our unique strengths. Some know it; some need help in recognizing it. Therefore, it is crucial to assist them in finding what it is. Employee may be given a rundown of career tracks and then he may be asked to pick what he thinks he can do best.
We all have our unique strengths. Some know it; some need help in recognizing it. Therefore, it is crucial to assist them in finding what it is. Employee may be given a rundown of career tracks and then he may be asked to pick what he thinks he can do best.
4.
Avoid Traditional
Rating System
Most organizations today are doing away with the traditional rating systems, and focusing on Goal Achievement instead. Avoid labeling/tagging employees as 'B' or an 'underperformer'. It is indeed stressful & de-motivating.
Most organizations today are doing away with the traditional rating systems, and focusing on Goal Achievement instead. Avoid labeling/tagging employees as 'B' or an 'underperformer'. It is indeed stressful & de-motivating.
5.
Lastly, put
a Roadmap in Place
Different Strokes for Different Folks - Managers need to appreciate that what works for one might not work for others. A roadmap should be put in place the moment we figure out what compels the individual to perform better.
Different Strokes for Different Folks - Managers need to appreciate that what works for one might not work for others. A roadmap should be put in place the moment we figure out what compels the individual to perform better.
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