When looking at the employee performance, it cannot be presumed that the employees are always compliant with the objectives and goals which the organisation or management set. Sometimes the employee will not or can't achieve what the manager want them to achieve.
Sometimes employee will under-perform.
This is a sensitive subject and often easy to get wrong.
Today, we will explore few helpful steps in managing poor performance.
The first step would be the investigation into why the performance is not up to standards set.
At times it is discovered that an employee is simply lazy. But there could be other reasons. For example, the individual have not received a sufficient training or they have not understood what is actually required. At times, someone will have a problem outside work which would affect their work or they are simply de-motivated. We also need to look at the resources and check whether sufficient resources were provided to perform tasks successfully.
The investigation should be carried our fairly and not with the intention to blame the employee for their poor performance.
Of course, the reasons for poor performance need to be than addressed. Sometimes it would be appropriate to proceed with a disciplinary action. But this need to be performed in accordance with laws and company disciplinary policies and procedures. But at first instance a problem should need to be reviewed and actions taken to resolve it.
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