Here’s how to tell an employee they need to improve: schedule a meeting, ask how they’re doing, explain missed expectations, set clear goals and metrics, offer to support them, and schedule a follow-up meeting.
A direct report’s subpar performance is something you’re having trouble dealing with.
Even if you have a fantastic team of highly competent employees, you will eventually need to have difficult conversations with workers who are underperforming.
The good news is that it is possible to establish performance standards and deal with an employee’s behavior in a way that will be advantageous to both you and the employee.
In this article we will show you how to tell an employee they need to improve; we will provide an overview of the importance of having this difficult conversation, how to tactfully address poor performance, and how to use an employee performance improvement plan (PIP) in order to improve subpar performance within your company.
How to Tell An Employee They Need to Improve?
Here are six steps you can use to tell an employee they need to improve:
Schedule a Meeting
You can arrange a casual one-on-one meeting with a worker when you decide you need to talk to them about their performance. It may be easier for the employee to listen to your constructive criticism if you speak with them privately outside of a performance evaluation. This will help the employee feel less anxious. Additionally, having a private meeting may give them the confidence to discuss any problems or worries they may be having in an open manner.
Ask How They’re Doing
To start the one-on-one meeting, you might ask your employees a few questions to gauge how they’re feeling about their work, such as:
What do they think their performance is?
What do they believe needs to be enhanced?
What do they believe to be their main areas of need?
Explain Missed Expectations
Providing specific instances of when an employee fell short of expectations and outlining the consequences of their performance is beneficial when meeting with an employee to discuss how they can improve their performance. You could explain to them the consequences of not giving their best to their team and the company. To help them understand how their performance affects the team’s overall productivity, use concrete examples.
Set Clear Goals and Metrics
You can talk about setting goals and specific metrics for the employee to meet in the future after establishing missed expectations. Employees can improve their performance and maintain a positive attitude by focusing on their goals through goal-setting. Setting up clear metrics for an employee may make it simpler for them to assess their own performance and comprehend what they may need to do to perform better.
Offer to Support Them
You could offer to support the employee in whatever way may be most advantageous for them and the company once they have clear metrics to work toward. Talk about the supports they believe they might require to succeed, and try to give those supports. Providing training or retraining for your employees, as well as pairing them up with a coworker who can help hold them accountable for their work, are all examples of how you can support your staff.
Schedule a Follow-up Meeting
To check on the employee’s progress and revisit their performance using the new benchmarks and metrics you established for them, it is beneficial to schedule a follow-up meeting. Follow-up meetings can help hold the employee responsible and give you the chance to let them know if you both notice improvements in their work. When you check back in with them, you may have the chance to set new objectives or even higher benchmarks to support their continued development.
The Significance of Addressing An Employee’s Poor Performance
In a survey conducted by SHRM, 68% of respondents said that their main worry about low performers is that they lower morale, 54% said that they contribute to a lack of initiative and motivation, and 48% said that they put more work on high-performers.
Your other employees will inevitably grow bitter if subpar performance is ignored. Why should they act differently if consistently subpar performance is tolerated (or seemingly rewarded with a lighter workload)?
The Many Forms of An Unhelpful Employee Attitude
Unhelpful employee attitudes can appear in a wide variety of ways. What they all have in common, though, is that they all ultimately work against the company’s interests and limit each person’s professional opportunities.
Laziness
Lack of motivation, a refusal to perform tasks that are not absolutely necessary, and a general sense of apathy are frequently traits of laziness. Even though occasionally taking a short cut or cutting corners might not seem like a big deal, it can have a lasting negative effect on productivity levels.
They won’t just produce less, but you’ll probably notice them getting in the way of others who are trying to be productive as well. It’s critical to take action to resolve the situation if you’re dealing with a worker who is being lazy at work.
Dishonesty
In the workplace, dishonesty can be a serious issue. It can cause theft, fraud, and other legal issues in addition to shattering trust between workers and employers.
Employees who are dishonest may attempt to hide their errors, take short cuts, or withhold crucial information. Additionally, they might exaggerate their credentials or experience. Dishonesty might occasionally just be a case of bad judgment. In other cases, though, it might be a conscious effort to outdo rivals.
In either case, it’s critical to address dishonesty when it arises.
Arrogance and Unwillingness to Accept Reforms Or Mistakes
An unhelpful attitude that a manager may have to deal with is arrogance. A refusal to accept faults or corrections is what distinguishes it. Because it fosters tension and distrust, it may be upsetting to other workers.
Arrogance can also cause disagreements and discord among teammates. It may even threaten the manager’s authority if left unchecked. As a result, it’s crucial to be aware of the indications of arrogance and to take action if it manifests itself. Managers can foster a happier and more effective work environment by doing this.
Assigned Duties and Tasks Are Not Taken Seriously
When employees joke about their assigned duties and tasks, it can be one of the most frustrating attitudes for managers. In addition to disrespecting the manager, this fosters a culture of laziness and a lack of commitment to one’s work. Missed deadlines and a general lack of satisfaction with the working environment can result from it.
This attitude has the potential to quickly spread among the workforce and harm the productivity of the business if it is not reined in. The best course of action is to have a conversation with the offending employees about the issue. Make it clear that your attitude is unacceptable and that you will take disciplinary action if you don’t change. You can convey to your staff that you are serious about your work and that you expect them to be as well by taking a firm stance.
Discrimination
Dealing with discrimination at work may be one of the most difficult challenges you encounter as a manager. Racial, gender, age, religious, and sexual orientation discrimination are just a few of the many ways it can manifest.
Discrimination can foster a hostile workplace that is harmful to both employees and the company if it is allowed to continue. Discrimination can result in decreased productivity, absenteeism, and even legal action in addition to being unethical morally.
As a result, you must take action to stop and address discrimination in the workplace.
Bullying
A serious problem that can lower employee morale and productivity is bullying in the workplace.
Sadly, bullying is all too common and can occur in a variety of ways. Bullying can produce a hostile workplace, increase absenteeism, and increase turnover if left unchecked. The signs of bullying should be recognized by managers so that appropriate action can be taken. In order to create a workplace where everyone feels valued and supported, it can be helpful to promote a culture of respect and open communication.
Spreading Rumors
As a manager, you might have to deal with staff members who spread rumors. If you come across someone spreading rumors, you should speak with them directly.
Find out what the rumor is and why it is being spread. You should address the rumor head-on if there is any truth to it. If not, you should explain why it is untrue. In either case, it’s critical to stop rumor-mongering right away to preserve a supportive and effective workplace.
Rudeness
A manager might have to deal with rudeness as one example of a poor employee attitude. Rudeness can take many different forms, such as talking over people in conversation or interjecting during meetings. It may be difficult for employees to be productive when such unfavorable behavior permeates the workplace.
Furthermore, rudeness can cause conflict between coworkers. Rudeness eventually threatens the success of a company if it is allowed to continue.
It’s crucial for managers to deal with rude behavior immediately and firmly. By doing this, you can contribute to halting the dissemination of this unfavorable mindset and guarantee that your staff can collaborate successfully.
Taking Credit for Other People’s Work
Taking credit for other people’s work is one of the least helpful employee attitudes a manager may have to deal with. It can undermine the manager’s credibility and breed resentment and mistrust among team members.
When workers feel their contributions are not being acknowledged, they may lose motivation and engagement in their work. Moreover, appropriating another person’s work can result in mistakes or poor judgments because the person who did the work might not be fully aware of all the specifics.
A manager can encourage staff to feel proud of their work and motivated to do their best by expressing appreciation for everyone’s contributions and giving credit where it is due.
Unreliable Punctuality
The punctual arrival and readiness to work of employees is a necessity for many businesses.
An employee may occasionally be regularly late because they lack motivation or don’t respect the company’s time policy. Other times, the tardiness might be brought on by personal problems. Whatever the cause, the manager must find a constructive solution. The manager can aid in improving the circumstance and helping the employee get back on track by having an honest conversation with them and cooperating to find a solution.
Overly Introverted
Dealing with an overly introverted employee is one of the most challenging situations a manager can encounter.
It’s critical to comprehend the unique needs of introverted workers and how to interact with them effectively if you want to manage them well. With time and consideration, an introverted worker can contribute to any team.
When to Address An Employee’s Poor Attitude?
Because each employee is unique, they will all exhibit different behaviors.
Some of these actions might be viewed as unethical or improper in the workplace. When this occurs, it is crucial to take action as soon as possible. You can help stop an issue from worsening by dealing with a bad employee’s behavior as soon as it arises.
Furthermore, taking immediate action will demonstrate to your staff that you are committed to upholding a positive and productive work environment.
There are a few different ways to address bad employee behavior :
you can talk to the employee in question privately,
write up a warning or reprimand,
or even terminate their employment if the behavior is severe enough.
It’s crucial to apply disciplinary action consistently, regardless of the method you decide on. It will make sure that your staff members are aware of your commitment to upholding a respectful and professional workplace.
Feedback for Employees With a Positive Attitude
One of a worker’s most crucial qualities is a positive attitude. Because even the most difficult tasks can seem doable with the right attitude, even. It can also promote a culture of cooperation and camaraderie at work. Giving employees feedback on their positive attitudes is crucial as a result.
Publicly praising their efforts is one way to achieve this. You could do it by announcing it during a staff meeting or by publishing a commendable article about them in the company newsletter.
Giving opportunities for improvement is another method of giving feedback. Allowing them to take the lead on a project or teaching them a new skill are two examples.
Employees can be inspired to maintain a positive outlook even in the face of challenging situations by knowing that you value their positive attitude.
Read about How Can Managers Improve Employee Satisfaction With The Feedback Process?
Some Common Reasons for Poor Employee Performance
The following are some of the common reasons you may need to approach an employee about poor performance:
Lack of skills or knowledge: An employee may find it challenging to perform well and meet job expectations if they lack the necessary abilities, education, or training. To assist them in enhancing their knowledge and skills, you might offer to pay for or provide for specialized skill training.
Personal problems: An employee who is having issues in their personal life may find it difficult to concentrate and pay attention at work. You can have a private meeting with them and find out the best way to help them.
Team disagreements: Coworkers with whom a worker finds it difficult to interact or communicate may disengage, ceasing to actively participate in meetings or offer suggestions or ideas. Asking them for their opinions or ideas and enticing them to participate in group activities could help you make an effort to involve them more.
Lack of a challenge: Because they get no satisfaction from finishing their tasks, employees who don’t feel challenged at work may be less likely to excel. You can evaluate their capacities and assign them work that will be motivating and engaging for them.
Conclusion
If underperforming employees are not dealt with promptly, it will negatively affect productivity, employee retention, and company culture.
As a manager, you must speak with underperformers to establish clear expectations, set attainable goals, and give them the tools they need to be successful in their positions.
By implementing these performance management suggestions, you can help keep your best employees on board, reduce the need for layoffs, and give your staff members the chance to excel.
