How to Improve Performance of Poor Performer

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By fianita


Managers Guideline to Review Performance with Underperforming Employee

Its not easy to deal with unperformed subordinate. Some of them are performs poorly but resist feedback and suggestion. Some of them perform under expectation but feel comfortable and don't realize that they have problems. Some of them are lower performance but just don't care. But whomever they are, its still be manager responsibilities to improving their performance. So what is guideline to improving their performance ?
  1. Start with your assumption. You have to believe that everybody can make improvement. If you think they can not achieve better result, you won't be supportive, you won't be focus to solve their problems and you won't see any chance to maximizing their hidden strength. Because you feel what you do is useless ! Unconsciously, we always act according to what we are believe. So, if you believe they can make significant improvement, you will have strong motivation to make what you believe happen. Beside that, by thinking positive that they can be your good subordinate, you will create acceptance atmosphere that make them comfortable to deal with their difficulties and solve their problems.

2. Sphere time with no interruption to discuss performance problem with poor performance. Check the following list at the end of the discussion , that you and your subordinate has achieved agreement of :

  • Core problem of lower performance
  • Solutions to deal with the problems
  • Areas improvement
  • Action plan to handle problems, implement solutions, and some kind of personal development plan
  • Schedule of any formal, ongoing follow ups and communication needed

If necessary, ask them to sign the agreement, in order to encourage their personal responsibilities to improve themselves

3. Finding core problems in the fundamental steps. Without it, you can find the right solutions. But some time, you really don't know where to start. Here some guideline to find underlying problems of performance. You can find it by using the checking question listed below :

  • Does he/she really understand about his/her job description or responsibilities ? You have to ask this question first, because some employee are poor performer just because not clear job description
  • Does he/she know about performance standard ? You can ask this question because some employee do not performed well just because he/she doesn't understand what your expectation
  • Is the job too simple or unchallenging or not suitable with his/her interest ? Because if he/she has no interest with the job, there will be no motivation to do the best too.
  • Is there any difficulties or limited resources or unsupported work system ?
  • Is there any competencies gap to perform well ? Is the employee has receive suitable training/coaching ?
  • Are the employee feel unrecognized or unrewarded ?
  • Is there any personal problem ? Or family matters ? Or healthy issue ? Or financial problems ?
  • Is employee feel unconfident to take challenging responsibilities ?
  • Is there any pressure or negative influence from coworker ?

4. But according to Robert Bacal, in some cases that they refuse to enter into the performance review process or not cooperative or for serious offense , you have to began a process of progressive discipline to apply consequences for poor performer. Because for some employee, they won't move to address their performance problems unless they understand the negative impact will happen if they don't. You can make some consequences range from minor to major. At moderate end you can eliminate some privileges and at extreme end is termination. The things you should remember in conducting this discipline process :

  • Conform with legal rule and regulation
  • All disciplinary action should be documented. Including nature of performance problems, previous attempts, verification that employee has been informed for potential consequences, any actions, and consequences. Documentation can be very useful as proven fact if there will be any legal actions.
  • Make sure that performance problem can not be remedied by changing environment, work system, your management behavior. And not penalize employee for thins that are not under his/her control.




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