An underperforming employee is present in every firm and converting them into a high performing one is a challenge for every HR team. The first step is to recognize and address the issue, irrespective of how uncomfortable it may be.
But there are more steps in this solid strategy to improve their performance in effectively.
Also Read: Here Are Some Strategies For Effective HR Management
Find the HR guide to giving solid feedback to an underperforming employee.
A constructive conversation with an underperforming employee is the deciding factor in improving their performance. Therefore, following the right steps in the correct order is a necessity.
Ensure Thorough Preparation Before Contact
Before any contact with the specific employee, it is important to thoroughly prepare for the conversation. Relevant data, such as performance metrics, manager and colleague feedback, and more must be gathered.
Understand where their performance has come short and also where they have excelled. This will enable a balanced conversation that highlights their strengths while focusing on their weaknesses.
Conduct “The Talk” in the Right Setting
Getting contacted by HR can be nerve-wracking for many, especially if the topic of discussion is one’s performance.
So, the setting plays a critical role in the effectiveness of “The Talk.” It must be a safe space for the employees where they can freely express themselves. Foster an environment where open dialogue is encouraged.
Get Straight to the Point
It is going to be an uncomfortable conversation! Dilly dallying will only delay the inevitable. Use a mixture of compassion and directness when discussing underperformance.
Point out exact details of their underperformance with clarity. Focus on observable behavior and results rather than making vague statements. For example, “We’ve noticed project deadlines were missed in these 3 instances” is straightforward.
This directs the underperforming employee to the exact area that requires improvement.
Balance Your Speaking with Listening
Effective communication only occurs when speaking and listening to the employee is balanced. Active listening displays their inputs are valued and could provide valuable insights into other underlying issues.
Discuss Solution Strategies
Once they have fully understood where their performance is lacking, discuss how to resolve the issue. Collaborate with them to develop an action plan to improve performance within a specific (and reasonable) timeframe.
Follow-Up Frequently
Lastly, the role of HR ends when performance has shown improvement. So, frequently following up with the employee to discuss their progress is important.
Genuine growth happens at a slow and steady pace. Make sure to highlight improvements no matter how small they are.
Closing Thoughts
In a nutshell, handling an underperforming employee requires thorough efforts from HR. With the above strategy, HR personnel can turn a challenging situation into opportunities for growth.
