As one of the leading staffing agencies in Staunton – and Central Virginia, Adams & Garth knows whether you’re the boss or an employee, you likely view the performance review process as a painful one. But it can seem even more excruciating when you have to conduct an evaluation with an employee who is underperforming.
How can you approach the awkward conversation and make it as effective as possible? Here are some tips to help you get your less-than-stellar team member back on track:
Determine the Root Cause of the Problems
It’s never a good idea to go into a performance review and just wing it. But this is especially true with an underperforming employee. You need to take the time to think about what’s causing the problem so you can work with your employee to address it. Ask yourself:
- Is this person a bad fit for the job?
- Do they lack the required skills?
- Are they being given enough training and support?
- Am I giving them enough feedback throughout the year?
- Do they understand what’s expected of them?
- Do they have clear performance goals and objectives?
What you might find out is that you are contributing in some way to the poor performance. So don’t simply concentrate on what a problem employee is doing wrong; you may need to make some changes, as well.
Get Feedback From Others
Before your performance reviews, ask other employees and managers for their input on the situation. You may want to conduct a 360 review, or connect with the individual’s past boss at the company and ask for their advice on the matter. When you have conversations like these, handle them with care and keep them confidential.
Have a Conversation With the Underperformer
Though it can be tempting, don’t lecture an employee on everything they’re doing wrong. To engage the employee in the process, it’s important to have a conversation. Explain to them what you’re seeing and how it’s affecting the team. Make it clear you want to help them and ask them for their take on the situation. Work together to brainstorm solutions. Keep in mind, your employee may need some time to digest the information you’re presenting, so don’t expect an immediate resolution.
Create a Plan of Action
Work with your employee to create a plan to get them back on track. Talk about what you’re each going to do differently and settle on goals and measurable actions that you can use to monitor progress. Make sure part of the conversation involves the resources your employee will have access to in order to accomplish the goals and expectations you’ve set forth. The last thing you want to do is set them up for failure.
Make sure you follow up. Check in with your employee regularly and set up formal touchpoint meetings to talk about progress, challenges and successes.
And whatever you do, don’t ignore issues with problem employees. Though they can be uncomfortable to talk about, it’s a must if you don’t want them to fester and affect the morale on your team.
Need help hiring top performers? Call Adams & Garth. As one of the leading staffing agencies in Staunton – and Central Virginia, our trained specialists can take the hassle out of hiring, so you get the skilled, hard-working employees you need. Contact us today to learn more.