- On February 19, 2019
- By Beehive HRMS
- Tags Performance Management|Performance Management Software|Performance Management System
How to Manage Poor Performance Using A Systematic Evaluation Process
There comes a time in every manager’s life when he has to deal with poor performances. An effective performance management system reveals two truths – the best performing employees and those who haven’t performed as expected. So, how do you ‘manage’ poor performance? If you truly think that you have to put yourself and your employee through and awkward and stressful confrontation – tear down that perception now! The key is to not let poor performances be unaddressed for long periods of time and the best way to do this is to have a system where there is continuous performance evaluations rather than – a onetime annual event. Poor performances if not addressed immediately can blow out of proportion and manifest themselves in every aspect of your business.
Here’s how you can deal with poor performances
Diagnosing poor performances
The very first step is to understand the root cause of the poor performance. This is exactly where performance management software can help. Categorize the poor performance into two separate categories – whether it’s due to lack of ability or due to low motivation. Incorrect diagnosis could lead to greater complications later. For example, if the root cause of the dip in performance is ‘ability’ – no amount of motivation will work! You simply have to provide that employee with the right ‘tools’ and ‘coaching’ to get his abilities at par with the rest!
When it comes to abilities, there a number of dependencies to consider – like re-training or coaching, re-supply, refit, reassign and release.
During diagnosis, if you nailed down the root cause to ability, the first thing to find out is the shortfall in training. Or think about what additional training can be imparted to bridge the gap. The most effective tool for dealing with poor performance is training. Stop screaming from the stand – and withholding rewards – that never works – never has! Work with poor performers down on the pitch and fin out what’s lacking. Make development opportunities available and lend a helping hand by monitoring the progress on a regular basis. Provide them with the opportunities to enhance their skills to perform as expected.
Secondly, analyze the resources provided on the job. Check whether employees have everything they require to perform as per expected standards? Ask whether additional resources are required. Take genuine feedback seriously. Listen to what employees have to say. This sends a strong signal to employees that their voice is heard and they are motivated to perform to the best of their abilities.
The second root cause of poor performance is lack of motivation. There is a systematic approach that can help you with this. The very first step is to set practically achievable goals. You can use the latest performance management software to do this. Enable employees to understand what’s expected of them and keep a record of it. Regularly assess the progress and take action if any deficiency is noticed. Provide regular feedback to employees so that they can adjust and improve their performance over time – until they achieve their target!
Finally, it’s important to reward and recognize those employees who shot up from below the bar to above the bar with this kind of a systematic approach!
If you are looking for a performance management software to take your business to the next level, Contact us to know how we can help you.