One of the most challenging problems a leader encounters is managing an underperforming employee.
When you hire a new employee, you see talent and potential. And for some reason that potential is not playing out. Or you may have a tenured employee that used to be a solid performer with a track record of success that is now struggling to meet their KPIs.
As their manager, you are their most important coach to help them create a winning plan for success. And fortunately, there are some proven and easy-to-action ways you can help underperforming employees succeed.
Start with Strengths
First things first—begin by assessing the strengths of your underperforming employee. If you don’t have a formal assessment, take some time to reflect on the strengths you’ve observed in them when they were performing well:
– Hard worker
– Organized
– Competitive
– Go-getter
– Positive
– Smart
These strengths, along with others you identify, can guide you in helping them reach their potential. Make a list of the strengths you see in your employee and consider how these strengths can be leveraged to help them achieve their goals.
While focusing on strengths is essential, it’s also important to acknowledge any weaknesses that may be hindering their performance. If they tend to be negative, disorganized, or struggle with certain tasks, they may need specific strategies to manage these challenges. List the weaknesses you observe and brainstorm ideas on how to help them use their strengths while mitigating their weaknesses.
Practice Effective Communication
Once you have a clear understanding of the strengths your employee should be using to be successful, have an open-ended conversation with them. Rather than immediately addressing their performance issues or missed targets, start by asking them how they feel about their work and where they think they could improve.
After they share their concerns, ask them how they believe they can improve their performance. Mention the strengths you know they possess and ask how they think these strengths can help them achieve better results.
– Brainstorm with them on how they can use their strengths to overcome challenges.
– Set up specific action steps and create solutions together.
As their manager, you may see obvious solutions, but it’s crucial to guide them toward these conclusions themselves. They’re more likely to embrace new practices if they feel ownership over the ideas.
Addressing Weaknesses
What if they aren’t aware of the weaknesses, and occasional strengths, that hold them back? Sometimes people lack self-awareness, and issues like negativity, disorganization, or poor time management can interfere with their performance.
Encourage them to reflect on a recent task or project that went well:
– What did they do?
– Why did it work?
– How can they replicate those positive actions in the future?
If they respond with something like, “I was having a really good day, and everything just flowed,” help them realize that their mindset played a significant role in their success.
How Managers Can Help with Underperformance
When providing feedback, consider these three steps:
- Identify a strength that you see in them.
- Provide a specific example of when you’ve seen them utilize that strength.
- Discuss how you can help them further develop and apply this strength to improve their performance.
When addressing underperformance, use the same approach:
- Point out a strength that you see in them, especially one they might not be fully utilizing.
- Give them an example of when they used this strength, even if it didn’t lead to the desired outcome.
- Brainstorm ways they can use this strength to enhance their performance.
If the strength is there but underutilized, it won’t contribute to their success. Remind them of their capabilities and help them identify ways to harness their strengths effectively.
Finally, ask your employee how they value your support. What do they expect from you? Once you understand their expectations, provide the support they need while allowing them the freedom to take ownership of their work.
Develop a Plan—Together
Once you and your employee have identified the obstacles and agreed on the changes they’ll commit to, document the plan.
Create a clear, actionable plan together, with specific steps that they can follow to improve their performance. If you simply hand them a list of actions, they may be less motivated to follow through. But if you develop the plan collaboratively, with buy-in from both parties, your employee is more likely to stay committed.
Getting an underperforming employee back on track takes time, patience, and effort, but it’s worth it when they start working to their full potential!
Pic designed by Freepik.com.
Kelly George is a Certified Talent Analyst at The Center for Sales Strategy and Engagement Specialist at Up Your Culture. Kelly resides in Charleston, SC, and is the founder of a local nonprofit supporting mental health and wellness through meditation and mindfulness.