11 tips for getting the most out of underperforming employees

The employee lifecycle goes through lots of ebbs and flows

11 tips for getting the most out of underperforming employees

11 ways to help your underperforming employees

The employee lifecycle goes through lots of ebbs and flows and HR leaders need to be mindful of employees who are going through a period of underperforming to make sure they don’t continue the behaviour for an extended period. An article by HRD's Coann Labitoria shares 11 tips for helping underperforming employees.

  1. Minimise the risk of continued poor output and manage underperformance as soon as you have uncovered it.
  2. Immediately establish the reason behind the underperformance so it can be dealt with appropriately. There isn’t a one-size-fits-all approach for dealing with underperforming employees.
  3. Resolving a performance issue can be as simple as setting clear goals with the employee. The employer should work with the employee to create a positive shift in their performance and output.
  4. Remind the employee of their role and its expectations to renew their motivations.
  5. Maintain confidentiality. Addressing an underperformance problem to colleagues is reasonable but avoid releasing details especially information that may be misused or embarrassing for the employee.
  6. Have regular scheduled meetings to evaluate if employee productivity is improving. This is also a chance for the employee to give feedback so you can assess what tools you need to provide them with for better output.
  7. Document everything. Documenting allows you to keep track of the progress and safeguards you if any legal disputes arise.
  8. Create a mentor-mentee relationship with another employee within the company. This encourages them to be more engaged with others in the team.
  9. If the under-performance is due to personal issues, offer time of work so the employee can focus on the offsite problem.
  10. When there are visible improvements in the employees output, employers should take the chance to reward the employee.
  11. Encouraging a healthy work-life balance minimises the risk of underperformance and demotivation.

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