Strategies for handling a worker showing subpar performance and struggling to blend into the team
Managing an Underperforming Employee: A Four-Step Approach
Addressing underperformance within a workforce requires a strategic and empathetic approach. To ensure success, companies can employ a four-step process to identify, coach, and develop employees who may be underperforming or not meeting the company culture.
First, rank employees based on their performance and potential, with regular reviews determining their placement. Second, consider the consequences of losing each employee, which help in identifying key talent that should be retained. Third, envision the ideal team composition in the future and gauge which current employees align with that vision. Finally, assess whether you would re-hire the employee at a premium, since this provides insight into their long-term potential and value to the organization.
When an underperforming employee exhibits potentially coachable behavior, pinpoint the root cause of their struggles. This determination can be knowledge-based, skill-based, or attribute-based. For attribute-based issues, ask five questions to gauge the employee's willingness to change: ownership, solution-oriented thinking, contrition, compromise, and alignment with organizational values. Furthermore, distinguish between a single misstep and a pattern of behavior, as the latter warrants more attention and corrective action.
To address severe underperformance, set clear goals and expectations for improvement using a written development plan. Focus on specific behaviors rather than broad criticism, which fosters accountability and a sense of progress. Ensure that the development plan is seen as a genuine effort to help the employee succeed, rather than a precursor to termination.
To avoid falling into the "set-up-to-fail syndrome," communicate confidence and support to the employee, while assuring them that the issue will be resolved and not continually monitored. Keep the development plan confidential to minimize embarrassment and anxiety.
Managers should also be mindful when dealing with individuals struggling in their roles, as these people may possess strong qualifications and cultural fit. Instead of dismissing them, identify and leverage their unique strengths by placing them in roles that align with their skills and abilities. This approach can optimize performance and contribution, as this adage advises, "Don't try to race sheep. Don't try to herd racehorses."
By applying these strategies, leaders can motivate and develop underperforming employees, retaining valuable talent, and building a dynamic, high-performing workforce.
[1]: Some sources cite that lower employee engagement frequently results in underperformance and culture misalignment.[2]: Clear communication, regular feedback, and targeted coaching may improve employee performance and motivation.[3]: While formal performance improvement plans may be necessary for addressing underperformance, they should be constructed as supportive tools rather than precursors to termination.[4]: Various studies have shown that regular, balanced feedback helps employees to understand their strengths and opportunities for growth.[5]: Regular one-on-one coaching sessions can foster personalized attention, skill development, and improved aptitudes relevant to the role.
- To foster a dynamic and high-performing workforce, leaders can leverage an individual's unique strengths, such as turning a racing horse into a herder or a sheep into a racer, by assigning them roles that align with their skills and abilities.
- In a work environment, lifestyle, relationships, and cultural fit are crucial, just like fashion-and-beauty, home-and-garden, pets, cars, travel, and shopping make for personal well-being. Managers should be mindful when dealing with individuals who might be struggling in their roles, as these people are often valuable contributors who can enrich the organization's culture.
- Reliable communication, frequent feedback, and focused coaching may enhance employee performance and motivation. This results in a flexible workforce that is adaptive and capable of meeting the company's goals and expectations, not only in terms of food-and-drink, cars, shopping, or travel but also work-related skills, relationships, and lifestyle.
- A lack of engagement in one's work can lead to underperformance and culture misalignment. To tackle this issue, managers should create a supportive and development-focused environment for employees, empowering them to grow, learn, and adapt, much like nurturing a countryside home-and-garden and pets. This nurturing approach fosters a collaborative environment that allows for continuous growth in the fashion-and-beauty, food-and-drink, and travel sectors, ensuring the team outputs the best possible results.
