Poor or inadequate employee performance can have a number of causes. As a leader of your organization, it’s up to you to address any problems and turn things around, and to do so without jumping to conclusions. But where do you start?
Understand the “why”
First, you have to understand what’s behind the performance problem. While it’s easy to make assumptions about employees, the truth is it could be a problem with the company or team. Start by going right to the source, and talk to the employee or employees in question. Ask them for feedback about their role, and bring up any recent issues as necessary.
It’s also a great idea to discuss any problem with the employee’s manager before making assumptions about who’s at fault. Often, just by keeping communication open and asking for feedback, you’ll find what’s causing the issue, whether it’s an employee’s health or home life, or if something was missing in his or her training. Involve human resource workers when necessary as well.
Make sure all necessary resources are available
To help employees succeed at their jobs, make sure that all necessary resources are not only offered but are readily available. Would some processes be streamlined with the right software or technology, like OKR software? Is a task being bogged down because of bureaucratic rules in the company that no longer apply? Has an employee been properly trained?
Part of finding the source of the problem is looking at all the resources available to the employee and making any changes so that they feel supported and knowledgeable about the work they’re doing.
Provide a solid benefits package
Happy employees are more productive employees. Part of building employee satisfaction is ensuring that they are given benefits outside of work to help them manage their investments, health, and work-life balance.
Make sure that you’re providing appealing benefits packages to your workers, including things like flexible work arrangements if they’re raising a family or taking care of an older family member. Modern employees want other benefits like working from home once a week or setting their own schedules when possible.
Encourage movement within the company
Sometimes employees may become interested in other areas of the company that better align with their overall career development goals. Movement between departments should be welcomed and encouraged so that workers feel they’re meeting their full potential. And, if they aren’t able to make a move internally, they’ll look elsewhere for another job.
Leadership should communicate open jobs within the business, set up policies for internal moves, and encourage professional development opportunities. These steps will make it clear to workers that you are putting their goals and desires first, and they’ll be more likely to perform well when they find the right role for their skills and interests.
Focus on company culture
You may find that something about company culture is the true cause of underperforming employees. Do employees connect with the company’s vision and mission? Or do they feel like they’re just getting through the day? Unsatisfied workers can often underperform, as they don’t feel as motivated or connected to their work.
One way to improve company culture is to offer perks throughout the day or once a week, like offering breakfast on Fridays or having one day per month when the team celebrates birthdays. Plan happy hours and other social events outside of work where employees can connect.
Another way to assess satisfaction with company culture is to send out surveys to gauge how happy workers are with the workplace. This can get the ball rolling on new initiatives that will improve employee happiness and thus improve their overall performance.
Often when you can’t nail down an underperformance problem, educational opportunities like career technical training in Middleburg Heights, OH, can be the answer. It’s important to always ask for feedback from employees and provide as many resources for them as possible.