Evaluating and Improving Poor Performance in the Workplace

28 of September, 2023

So, you’ve got an underperforming employee. As an HR manager or business owner, dealing with poor performance is one of the biggest challenges you face. It’s frustrating, time-consuming, and if left unaddressed can seriously impact team productivity and morale.

But don’t worry, there are steps you can take to properly evaluate poor performance, determine the root causes, and put a plan in place for improvement. Of course, having a performance evaluation tool can be very helpful for that. Keep reading to understand!

Identifying Underperformance in Employees

When you notice an employee’s performance slipping, it’s important to address it right away. Look for signs like missed deadlines, lack of productivity, poor quality work, or issues with attendance and punctuality. Once you’ve identified the problem, schedule a one-on-one meeting with the employee to discuss your observations.

Be specific about your concerns, providing concrete examples. Explain how their performance is impacting work and company goals. Most importantly, give them a chance to respond – there may be an underlying issue you’re unaware of. Work with them on an action plan to get their performance back on track. Things like temporary workload reduction, additional training or mentorship, or a performance improvement plan (PIP) could help turn things around.

To prevent underperformance in the first place, invest in your employees. Offer opportunities for growth through education, skills training, and leadership programs. Provide regular feedback and coaching. Make sure job expectations are clear by setting key performance indicators (KPIs) and performance standards. Conduct annual performance reviews using tools like Sesame to evaluate employees’ work and set new goals.

When poor performance persists despite your best efforts, you may need to consider whether the employee is still the right fit for the role or company. As a last resort, you may need to terminate their employment. But with early action, open communication, and the right support, you have a good chance of helping an underperforming employee thrive again.

Strategies for Improving Poor Performance

When performance issues arise, it’s time for action. As an HR manager, it’s your job to address poor performance promptly and help turn things around.

Have a candid conversation

Meet with the employee and discuss specific areas that need improvement. Be honest but tactful, focusing on observable behaviors and actions. Set clear expectations for what needs to change and a reasonable timeline for improvement. Offer resources and help them develop an action plan.

Provide coaching and training

Some employees may simply lack certain skills or experience. Extra coaching and mentoring can help build confidence and competence. You might also suggest job shadowing a high-performing coworker. Offer opportunities for continuing education or skills training. With support, many struggling employees are able to get back on track.

Re-evaluate job fit

In some cases, poor performance comes down to a fundamental mismatch between the employee’s strengths and the role. You may need to reassign certain tasks or consider transferring the employee to a different position that’s a better fit for their abilities. The goal is to optimize productivity and job satisfaction for both the individual and the organization.

Stay on top of progress

Meet regularly with the employee to review progress and provide feedback. Make adjustments to the action plan as needed. If, after an appropriate period of support and intervention, the employee’s performance does not improve to an acceptable level, you may need to consider whether the relationship is sustainable. But with the right strategies and tools, like Sesame’s performance management software, you have a good chance of turning poor performance around.

Conducting Effective Performance Evaluations With Sesame

When poor performance becomes an issue, it’s important to address it promptly and properly. Regular evaluations are key. Using a tool like Sesame can help streamline the process and provide constructive feedback.

With Sesame, you can schedule evaluations, set customized criteria, and rate employees on a scale. This makes evaluations standardized and objective. Employees know exactly what’s expected of them and how they’re measuring up. You can point out both strengths and weaknesses, then set clear goals for improvement.

When conducting an evaluation, be specific and give examples. Explain how the employee can better apply their skills and experience. Set reasonable deadlines for progress and schedule follow-up meetings. Be open to feedback and willing to re-evaluate if needed.

It may also help to do interim evaluations, especially for new hires or those transitioning into a new role. This allows you to catch poor performance early and make adjustments, before problems become too serious. You can then re-focus the employee and get them back on track.

Conclusion

So there you have it. Evaluating performance isn’t rocket science, but it does take effort and intentionality. Pay close attention to your team, set clear expectations, give helpful feedback, and make performance management an ongoing priority.

When issues arise, address them promptly and with empathy and respect. Provide resources and help your employees improve. If you invest in developing your people, performance will take care of itself.

Keep at it, stay positive, and keep using tools like Sesame to gain valuable insights. Your team and business will thrive as a result.