5 Tips to Deal with Poor Performers at Workplace

Poor Performers at Workplace
Reading Time: 2 minutes

Performance management is a significant part of the human resource team as it affects organizational performance. When any of your staff members is underperforming, then you need to address this issue in a positive and professional way.

And, dealing with poor performers at the workplace is one of the biggest challenges of HR professionals. If you don’t handle it in a right manner, then it may lead to denial and anger. Hence, it is important for you to tackle this situation with effective strategies and utmost maturity.

Here are the top 5 tips to deal with poor performers at workplace:

  • Note down the core performance issues

As an HR, it’s your duty to confront your staff about their respective performances. But, it is imperative to keep facts ready in hand too. Avoid exaggerating your statements and use of harsh words else it will decrease the self-esteem of an employee.

Related – Top 5 Workplace Elements That Make Workforce Productive

  • Consider issues of employees

Employee’s irresponsible nature is not the only reason behind his poor performance. So, try to find out and understand the reason and then decide if it’s genuine or not. If possible, provide solutions to their concerns. Do not share these reasons with another person.

  • Give constructive feedback

Be clear and direct in your communication and for that, you need to develop certain strategies for effective feedback communication program. Provide all necessary training and support to boost his performance. It’s a smart step to invest in online performance improvement tools and assign him a mentor to track his performance.

  • Offer rewards and recognition

If your employee is not performing satisfactorily, then offer rewards and recognition to gain consistent and instant improvements. Your action plan should be based on certain points like where their performance is lacking and what training is needed.

  • Follow-through

Once you had the conversation with poor performer and offered him a plan to improve, then it’s important to design a follow-through process. Track performance of employee at regular intervals to keep a check on his improvements. Failing to do so can drag poor performer to old habits! If the individual fails to improve, then consider the final step i.e. terminate his employment.

Instead of ignoring such situations, build a proper system to deal with it and balance the profitability and productivity in the business! To read more of our informative articles, click here! Also, you can contact Pocket HRMS at sales@pockethrms.com

 

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