Cultivating Performance: Transforming Underachievers into Valuable Assets

Step One - Comprehensive Evaluation

To address underperformance effectively, begin with a thorough evaluation of the employee and their job role. Consider the following critical questions:

1. Clarity of the Job Role: Is the employee fully aware of what their role entails? Unclear job expectations are a common cause of underperformance. A study by Gallup found that only about half of employees strongly agree that they know what is expected of them at work, which can lead to disengagement and poor performance.

2. Communication of Performance Expectations: Have you explicitly communicated what you expect in terms of performance? A lack of understanding regarding success metrics can lead an employee astray.

3. Willingness to Perform: Does the employee exhibit a genuine desire to fulfill their job responsibilities? Willingness is a critical factor that influences an employee's engagement and productivity.

4. Capability to Perform: Assess whether the employee possesses the necessary skills and competence to execute their duties effectively.

5. Behavioral Style Compatibility: Does the employee's inherent behavioral style align with the demands of their role and work environment? Behavioral mismatches can lead to misjudgments of an employee's performance.

6. Manager-Employee Relationship: The quality of the relationship between a manager and their employee can significantly impact performance. A supportive and understanding manager can help an employee thrive, while a poor relationship can hinder their success.

Step Two - Strategic Planning

After evaluating the contributing factors to poor performance, it's time to devise a strategy and action plan. The objective is to empower the employee to become a self-motivated and high-performing member of the team. If this is not feasible, guiding them towards a more suitable position, possibly outside the company, may be the most beneficial course of action.

• Job Role Alignment: If the employee is not well-suited for their current role, explore opportunities within the organization that better match their skills and interests.
• Clarification of Expectations: If job expectations have not been clearly communicated, address this immediately in a professional manner, ensuring the employee understands and agrees to the performance standards.
• Support for Willingness and Ability: Identify the root causes of any unwillingness to perform and provide the necessary support to resolve these issues. If skill deficits are the problem, consider training or mentoring to enhance the employee's abilities.

Proactive engagement with your staff is essential for mutual success. Utilizing behavioral assessment tools, such as the Personal Profile System (DiSC), can improve communication, reduce conflicts, and foster a positive rapport. These tools provide insights that help managers tailor their approach to each employee's unique style, promoting self-motivation.

Conclusion

If you determine that an employee has the potential to excel, invest in coaching, monitoring, and recognition. Collaborate on a performance improvement plan and provide ongoing feedback and praise for achievements. Accurate role descriptions, effective hiring practices, and a manager's skill in nurturing staff strengths are key to initial performance success. However, if an employee proves unteachable or uncoachable, it may be time to part ways. Documenting coaching sessions, issues, and performance progress will support the decision if disengagement becomes necessary.

Interesting statistics and insights about employee performance and management practices can be found in studies conducted by organizations such as Gallup and the Society for Human Resource Management (SHRM). For instance, SHRM's 2017 Employee Job Satisfaction and Engagement report highlights the importance of clear communication of job expectations and the impact of the employee-manager relationship on job satisfaction.