It’s every manager’s least favorite part of the job. Someone on your team has week performance, and it’s time to do something about it. The lifeline of any organization is its employee performance. Employees armed with efficient skill sets and the right attitude spell success for your organization. But then the fact remains that all employees aren’t alike. Sometimes there are employees who could’t satisfy your expectations. They may have problems with their colleagues at workplace. They are not usually on time or efficient enough. They may nag about everything and their flexibility is too low. facing with poor performance is challenge for managers. But there are some way to make this situation better.
what can we do to Improve Poor Performance ?
But before you decide how to address a poor performance it’s important to diagnose the root cause. 69 percent of all employers are deeply concerned about losing their best people. But the most common reason for this failure to communicate is that managers emotionally give up on their employees. People truly are the best assets of any organization, therefore it’s critical to weed out any potential causes of poor performance and retention as early as possible. For Example, To feel that what they do is important, employees need to know how their work contributes to the overall success of the company.
Maybe a group’s productivity is lagging, consider a closer look at the supervisor. Carefully read employee reviews of managers for potential problems. If you see recurring themes, reach out to the manager to find out if there are ways the company can help make them more effective. In conclusion the root cause of poor performance needs to be diagnosed. Just like a physician with a difficult patient case may approach things, the HR department needs to use a similar approach. The outward acute symptoms of a performance problem may be evident, but the underlying causes go much deeper.