We’ve spoken about a variety of methods that employers can use to improve employee engagement and morale, such as effective onboarding, following the three R’s of employee retention, and creating employee development plans. However, despite an employer’s best efforts to set each employee up for success, sometimes an employee may not perform to their full potential.
What are the reasons for underperformance by an employee?
As shown in many articles, such as Indeed’s Career Development Editorial (June 27, 2024) there are many reasons why an employee may not display their full potential in their work. In the case of new employees, insufficient onboarding or the lack of necessary skills can limit performance levels. Alternatively, a longer-term employee that previously demonstrated a high level of performance may exhibit a decline if there is a lack of variety in their work, inadequate training or development opportunities, or they are experiencing job dissatisfaction. (It should be noted that in some cases, employee job performance may be affected by personal matters, and are not reflective of any aspects of their job.)
What are the typical signs of an underperforming employee?
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Consistently missing project deadlines or not completing assigned tasks
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Reduction in previous levels of interaction with colleagues
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Increased absenteeism or tardiness
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Inappropriate workplace conduct
What can an employer do to help an employee improve their job performance?
The first and most important step to helping an underperforming employee is to initiate a conversation with the employee. The conversation should be approached with curiosity rather than accusation; you want to show your concern for them and your desire to understand why they aren’t meeting their potential. Once you’ve determined the reason(s) for their underperformance, the next step is to set clear expectations for their work, and work together with them to come up with ways to improve their performance.
Once a plan has been put in place, provide regular feedback to ensure the plan is working for both parties, and make adjustments as necessary. This feedback can be given during regularly scheduled one-on-one meetings, or in real-time when feedback opportunities naturally present themselves. It’s also very important to recognize achievements made by the employee toward improving their performance, since it shows that you are cognizant of their efforts.
In summary, making the time and effort to assist an underperforming employee allows you to strengthen team bonds, and creates a culture of support within your organization. Employees will know that their contributions are valued and appreciated, which goes a long way to growing your company!
