#64 Managers - dealing with Staff Performance Issues posted by LSF Guest, Premium MembershipFriday, June 25th 2010 @ 1:34 PM

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Dealing with poor performance in a team or individual is a challenge for managers. So here are some tips to get you started.

 

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First step is the manager must get the staff member to acknowledge that the problem exists before a solution be found.

A manager needs to get the person to understand the impact of their poor performance, otherwise they will not commit to solve the problem. To do this, explain how it has affected the the customer and company.

It is up to you to explore the reasons for the problem and look for ways of resolving it. You simply are exected to take the lead.  Ask the employee to explain the cause, as they may be able to provide a valuable insight into what has gone wrong. Remember that there may be more than one factor contributing to the problem.

Encourage Self-Awareness

Avoid discussing problems that do not affect performance and if an employee is reluctant to take action, stress the gains to be made. The best solutions are those staff that understand this. Ask employees to suggest a solution if this is possible.as management should only offer their own ideas if necessary.

Discuss the options before making a decision. If employees suggest unrealistic solutions, ask them to discuss the advantages and disadvantages of the proposal.  Try to reach agreement on both short and long-term plans towards continually improve performance.

 

Be Sympathetic

When an employee is unable to concentrate due to a personal problem in the office or back at home, be sympathetic and, if possible, allow them time off to address the problem. If motivation is lacking, or feels alienated, find out how the problem has arisen and take action.

 

So a question for the members....what has worked for you in dealing with poor performance?

Alex Talyor, Boston, US