For many senior leaders poor performance is a source of huge frustration. They feel they have given the individual the message to “get their act together”, so why don’t they just get on with it?
But we all know that it is never that simple.
Before you leap in, all guns blazing, I would like to suggest you ask yourself some questions:
- Have you ensured there is not something going on elsewhere in the employee’s life that is impacting their work performance?
- Have you given the employee sufficient training?
- Do they have all the tools they need to do their job effectively?
- Have you clearly laid out expectations?
- Did you follow up previous conversations in writing with timescales and actions?
- Are you available, or a member of your management team, when needed?
- Do you offer coaching and/or mentoring to keep employees on track if they are struggling?
- Have you given the employee too much responsibility? This is a biggie. In an effort to motivate, you may have left your team member floundering with parameters that are too wide for them to cope with. You need to reflect on this.
If you can be confident with your answers then it is time to take it to the next level. But if you know there are areas of weakness, maybe there is a need to reflect on who is really accountable for the poor performance.
If you would like help with poor performance in your business, please contact us on 01256 328 428.