One of the major tasks for a manager is to develop and train team members. However managers will often encounter a 'poor performer' on the team. As a manager there are a number of options which you can take when tackling this issue, including ignoring the problem, punishing the individual, having a pep talk with the individual, or finally managing the poor performer, the last of which is the only sensible way to deal with the issue.
IBEC have identified 5 ways in which a poor performer should be managed, all of which involve 2-way communication and also a proactive management approach.
-Induction and Training: An induction programme should give the employee information on the level of performance that is acceptable and expected within the organisation. It is wrong to assume that an employee has adequate knowledge of the company ethos, culture and objectives. Training staff during the induction process also makes practical sense as it develops commitment to the organisation's objectives and sets the standards to be adhered to, subsequently leading to higher productivity.
-Probationary Period: Usually 3-6 months, this period gives the employer time to monitor and address any difficulties or shortcomings of a new employee. It essentially gives management a period of time to make a final decision on the suitability of new recruits.
-Setting Targets: Agreement should be reached with staff around their job roles, responsibilities and objectives. Targets should be set and monitoring dates agreed to evaluate success. Setting realistic targets with staff will help to achieve overall business objectives.
-Monitoring Performance: Management must ensure that satisfactory levels of performance are achieved and maintained. Similarly, they must continually review and monitor, and implement corrective measures when they have not been achieved.
-Review and Feedback: An effective review involves assessing all the information before the meeting, including reviewing the individual's performance, agreeing ways of improving it, identifying training courses, getting feedback from the staff member and agreeing and defining objectives for the next stage. The process should be conducted in an open and honest environment, where both parties are given the opportunity to consider issues or problems, which have arisen.
Finally, managing a poor performer involves communicating with people. Staff will need to know what is expected from them, you must ensure that they have sufficient skills to do the job, and give feedback on a regular basis. Managers must therefore invest time, effort, commitment and communication.
|
