Ever heard managers complain that individuals within their teams are not performing as they should?
Low performing employees are an incredibly common occurrence and can make or break a team or to a larger extent influence a department or even an organisation, but why are managers failing to address the issue?
What are the signs of a low performing employee and how can it be addressed?
Typical signs are high levels of absenteeism; being at their post but not mentally present; inconsistent performances from one day to the next; boredom in their position causing them to have low energy and not invested in their job.
There are also employees who are motivated, but their lack of ability in certain areas means they can’t necessarily be depended on.
Low performing behaviour could be because there is resentment or disappointment, whether in leaders or the organisation.
Failing to deal with low performing employees results in lower productivity; compromises the retention of reliable employees and have a detrimental impact on an organisation’s culture.
The ability to shift a low performing employee’s performance begins by looking at the quality of the relationship between a manager and that of the low performing employee. These conversations are the core of a process to understand the individual’s performance needs and how these align with the organisation’s goals and strategy.
EOH Human Capital Solutions can support line managers in coaching them to enhance the quality of poor performance conversations.
We can also partner with you to analyse the performance culture in your organisation, build capacity of all stakeholders, and develop a supporting performance system.