Poor performance managementAs a manager, you may spend significant time managing employees, specificallyevaluating and han...
Though this is an obvious first step, many managers are reluctant to approach theemployee around their performance. It can...
**Does the employee have the proper tools, equipment, support and work environment?**Is this an "attitude" issue? An emplo...
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Poor performance management

Poor performance management
Published on: Mar 4, 2016
Published in: Business      Technology      
Source: www.slideshare.net


Transcripts - Poor performance management

  • 1. Poor performance managementAs a manager, you may spend significant time managing employees, specificallyevaluating and handling employee performance. This is a challenging aspect of your job,especially since you have business deliverables demanding your attention as well.There are three steps to help you deal with performance or behavior issues. Ive takeneach part and created a different article to develop each area.Part 1: Organizing the DiscussionPart 2: Managing the PerformancePart 3: Final DecisionIf your job as manager is to coach and motivate your team for high performance levels,how do you deal with the poor performer? Performance issues revolve around twodistinct issues:**Performance - What the employee is doing**Behavior - How the employee does their workBoth are equally important in evaluating the overall performance of an employee.Though an employee may be executing the work correctly, if they are negative, theirbehavior is affecting the work environment.==>Your role as manager:**Is to define the work,**Insure that the employee is properly trained and capable to perform his or herresponsibilities,**Find out what motivates them **Keep an eye on the performance levelsYou are not responsible for doing the employees work...thats their job.The most effective managers deal with behavioral and performance issues by coachingthe employee. In most cases, there is a reason underlying the negative behavior ordecreased performance, particularly if the employee in question has a good record.==>Organizing the Discussion
  • 2. Though this is an obvious first step, many managers are reluctant to approach theemployee around their performance. It can sometimes be difficult to speak with anemployee, especially if you have any of the following concerns:**that the employee may react defensively;**that the current labor market is tight; or**that the issue seems minor and mentioning it could de-motivate your employee.Since most employees want to contribute effectively to the business, you have to bringperformance or behavior issues to their attention. Do it sooner....rather than later. Its somuch easier to change an employees performance early on, otherwise the performancebecomes embedded and more resistant to change. So do some homework first.==>Questions to Ask When Facing a Performance Problem**Is the performance or behavior issue minor and you just need to coach them how tocorrect the problem? This is appropriate with a new employee.**Is the substandard performance a pattern or a recent development? If recent, probe intothe reasons for the current level of performance. If the issue is personal, recommend thatthe employee contact your Human Resources representative for potential resources tohelp them with their specific issue. If you dont have a HR Department, ask the employeewhat they need to boost their performance during this challenging time. If the solution isdoable for you, this is perfect time to show the employee that you are willing to workwith them.**Special note regarding personal issues...depending on your companys size somepersonal issues are protected by the law. Check with legal or HR before finalizing yourdecision.**Have similar events occurred in the past? Has the employee been counseled previouslyon the issue in question or on a similar issue?**Does the employee have the necessary skills, knowledge, abilities and temperament todo the job?**Has the employee received adequate training, guidance and feedback?**Has there been a change in the workload volume, increase in stress, staffing shortages,or any other changes that may be affecting performance for this employee?**Are system barriers beyond the employees control contributing to the performanceproblems?
  • 3. **Does the employee have the proper tools, equipment, support and work environment?**Is this an "attitude" issue? An employee with an attitude problem can be a challengefor a manager. Their behavior is frustrating and if they are performing, you may bereluctant to speak with them about it. Some behaviors managers have experienced:employees sighing, rolling their eyeballs, making negative comments or challenging arequest. Deal with it immediately!If you had a separate file on each person, adding both high performance as well as workissues, you will find this task easier and will feel more comfortable in talking with youremployee.When you have prepared for your discussion with the employee, you are calmer andmore confident about interacting with the employee effectively. This is a great first stepto bringing about change with each of your team members.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.

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