101: Struggling employees
The problem might be productivity levels, or hitting goals, or even time management. Whatever the issue, managers have to deal with struggling employees who may drag down the rest of their team – and the sooner the better.
Root out the cause. Narrow down the employee's problem specifically. That will go a long way in implementing a successful solution. Are they staring into space all day? Coming in progressively later and leaving earlier? Maybe their overall attitude and ambition has taken a dive. The employee may not even realize their work has waned. But as their supervisor, you need to have a frank conversation. “You can honestly say you aren't getting involved in his personal life, but because the quality of his work has declined (cite examples), you need to know what's happening,” writes Entrepreneur.com contributor John Rampton. Then, listen, without feeling pressured to respond or react right away.
Determine what's next. After speaking with the employee, plan out all scenarios, advises Employee-Performance.com. What will you do if the employee improves dramatically? Is there an award program in place so they stay engaged? If they are still struggling, can you shift them to a more suitable position or provide training? And if you decide to terminate them, do you have documentation in place to support it?
Cut through the clutter. Inc.com's Lee Colan says addressing the problem of an under-performing employee can be broken into four steps to ensure all bases are covered: Explain, ask, involve and appreciate. Explain to the employee why things need to change and how to get there; ask if they are sure they are clear on the goal; involve them in solutions and appreciate them when progress is made.
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