How to Transform Underperforming Employees into Productive Team Members
【中文版在后面】
No organization can afford to tolerate underperforming employees. Unfortunately, many managers hesitate to address performance issues promptly, hoping they will resolve them themselves. However, this inaction can have serious consequences.
Here are eight reasons for underperformance and possible actions you can take as a manager to build a more productive workforce.
1. Unclear targets and expectations
Employees may struggle when they are uncertain about their roles and tasks due to vague instructions from their bosses. To address this, you should be clear and precise in your directions. Identify expected outcomes and completion dates and encourage open communication by asking employees if the instructions are clear and understood.
2. Poor 'fit' for the job or company
The alignment between employees' behaviours, interests, and values with the company culture is crucial for success. If a gap exists, have an open discussion with the employee to determine if the chemistry is right.
3. Lack of recognition for a job well done
Simple employee recognition can go a long way in motivating employees. As a manager of others, you should express gratitude for a job well done, offer small rewards such as movie tickets, or write brief notes of appreciation.
4. Insufficient skills or knowledge
Because hiring decisions are sometimes made quickly, the interviewing process may overlook gaps in candidates' skills and qualifications. You must identify these gaps promptly and provide necessary training to ensure employees can perform their jobs effectively.
Similarly, you should take the time to explain the significance of a task to the employee and how it will impact the organization. Employees perform better when they know how their work contributes to the overall objectives of the company.
5. Poor relationship with the boss
You should avoid at all costs using a 'one-size-fits-all' approach to managing staff. Each employee is unique and requires a customized management approach. Understanding and adapting to individual preferences will improve communication and clarity of expectations.
6. Family or health issues affecting work performance
Family or health issues can lead to distractions and increased absenteeism. Creating a supportive workplace focused on health and wellness will help your employees achieve a better work-life balance.
7. Perception of being underpaid
Employees want to be paid fairly and competitively. There is plenty of data by way of salary guides and the statistical information available to determine if the wages you are paying are in line with your competitors and industry standards. Paying fair and competitive wages will greatly strengthen your recruitment and retention efforts.
8. Physical discomfort in the workplace
Factors such as poor lighting and uncomfortable furniture can hinder performance. Conduct a workplace audit to identify issues and improve office layout, ergonomics, lighting, temperature, air quality, safety, and noise. Employees will appreciate your interest in their surroundings and their performance should improve.
Ignoring mediocre performance suggests you are condoning sub-standard work. The best course of action is to identify and confront problems early. Meet with the employee to determine the reason for underperformance and take the necessary steps. However, if improvement does not occur, be clear about the consequences. Whether it is no raise, demotion, or dismissal, the employee must understand what will happen if performance does not improve.
【中文版】
如何将表现不佳的员工转变为富有成效的团队成员
任何组织都不能容忍表现不佳的员工。不幸的是，许多管理者不愿及时处理绩效问题，他们希望自己能解决问题。然而，这种不作为可能会产生严重的后果。
以下是表现不佳的8个原因，以及作为管理者你可以采取的措施，以建立一支更高效的员工队伍。
1. 目标和期望不明确
由于老板含糊不清的指示，员工可能会对自己的角色和任务感到不确定。为了解决这个问题，你应该明确和准确地指出你的方向。确定预期结果和完成日期，并通过询问员工指示是否清晰易懂来鼓励开诚布公的沟通。
2. 不适合工作或公司
员工的行为、兴趣和价值观与公司文化的一致是成功的关键。如果存在差距，与员工进行一次公开的讨论，以确定这种化学反应是否正确。
3.工作做得好却得不到认可
简单的员工认可对激励员工大有帮助。作为他人的管理者，你应该对别人出色的工作表现表示感谢，提供一些小奖励，比如电影票，或者写简短的感谢便条。
4. 技能或知识不足
因为招聘决定有时是很快做出的，面试过程可能会忽略候选人技能和资格上的差距。您必须及时发现这些差距，并提供必要的培训，以确保员工能够有效地完成他们的工作。
同样，你应该花时间向员工解释一项任务的重要性，以及它将如何影响组织。当员工知道自己的工作对公司的整体目标有贡献时，他们的表现会更好。
5. 和老板关系不好
你应该不惜一切代价避免使用“一刀切”的方法来管理员工。每个员工都是独一无二的，需要定制的管理方法。理解和适应个人偏好将改善沟通和期望的清晰度。
6. 家庭或健康问题影响工作表现
家庭或健康问题可能导致分心和缺勤增加。创造一个注重健康的支持性工作环境将帮助你的员工实现更好的工作与生活平衡。
7. 报酬过低的感觉
员工希望得到公平且有竞争力的报酬。通过薪资指南和统计信息可以获得大量数据，以确定您支付的工资是否与竞争对手和行业标准一致。支付公平和有竞争力的工资将大大加强你的招聘和留住努力。
8. 工作场所的身体不适
光线不足和不舒服的家具等因素都会影响他们的表现。对工作场所进行审计，发现问题并改进办公室布局、人体工程学、照明、温度、空气质量、安全和噪音。员工会感激你对他们周围环境的关心，他们的表现也会提高。
忽视平庸的表现意味着你在纵容不合格的工作。最好的做法是及早发现并面对问题。与员工会面，确定表现不佳的原因，并采取必要的措施。然而，如果没有发生改善，要清楚后果。无论是不加薪、降职还是解雇，员工都必须明白，如果业绩没有改善，将会发生什么。
