How often do managers deal with underperforming employees?
How Often Do Managers Deal with Underperforming Employees
Last week, I polled 638 managers whether they had to deal with an underperforming direct report recently.
I was surprised to hear that 66% struggled with an underperforming employee. Managers rarely admit their struggles with one another.
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How Should Managers Deal with Underperforming Employees
There are a couple of things you should do if you’re a manager dealing with an underperforming employee:
Bring up the issue with the employee. Many managers may feel uncomfortable with confrontation or delivering bad news, but it's crucial to bring up the problem with the employee. Avoiding the issue will only breed mistrust. Push past the discomfort and have an open and honest conversation about their performance.
Assess the employee's willingness to improve. Don't assume that all employees automatically want to improve. Take the time to understand their individual motivations and aspirations. By doing so, you can tailor your approach and provide them with relevant opportunities for growth and development that align with their interests.
Develop a plan. Once the employee acknowledges the need for improvement, work together to develop a plan. Offer advice, support, and resources, but remember that the employee is ultimately responsible for their own career. Establish clear expectations and hold them accountable for meeting their goals. Regular check-ins and progress updates can help track their development, and providing constructive feedback along the way is crucial.
Explore additional training options. Consider various forms of additional training, such as coaching, mentorship programs, or external training courses. These opportunities can provide targeted support and guidance to help the employee enhance their skills and overcome specific challenges. Tailor the training to their needs and encourage them to take advantage of such resources.
Adjust the plan as needed. Remain flexible and responsive to the employee's progress and changing circumstances. Adjust goals or modify the development plan if required. Continuously provide support and encouragement, ensuring the employee feels empowered to grow and improve.
Managing underperforming employees can be challenging, but it is a crucial responsibility for managers. By addressing performance issues directly, providing support and resources, and remaining open to necessary adjustments, managers can effectively assist their employees in improving and achieving success.
However, it is vital to acknowledge that not every employee will be able to meet the set expectations. In such instances, honest and open communication becomes crucial to discuss the available options and determine the best course of action. This may involve finding a different role within the company that aligns better with the employee's strengths or, in some cases, making the difficult decision to part ways with the employee. Ultimately, fostering a culture of transparent dialogue and considering the best interests of both the employee and the organization is essential in managing underperformance.
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