Solving underperformed ppl

Hm.. this is something to remind myself and those who want to know..

Summarised from: http://rockproducts.com/management/human-resources/underperformers_handle_1009/

There is a scenario given from the webbie above. But the main points are below

For the leader/employer, your teammate/ employee have worked for you for so long, it is quite pointless to reject/ pull down ppl from their post. Other juniors and employees may have a false impression that getting such high post have a lack of security, thus they may not commit to what they feel they dun have a sense of belonging to. As long as they have the right and positive attitude, problems can be salvage.

3 considerations to start with:

1st: You had picked/hired your team/employee, you should get to the root of the problem first. Is it lack of talent/skill, lack of effort or lack of communication?

2nd: Avoiding or ignoring is futile, as a leader you will lose out as you need more effort to get the job done well.

3rd: Desperate measure such as firing or replacing is as last resort. It is hard to train and find new employee/team to work well with the current team. The new member may be ostracized by the older ones. Even you wanna substitute and take up their post, it will be making your ownself difficult.

People underperformed for one of the two reasons: either they can't do the job or they won't do the job. Communication among the employer /leader have to be mutual. Make sure you make known of what is the expectation and priorities for the specific person/post. If they can't do the job, guide and provide them with the help of senior staff or training.

If they wont do the job, or cause of pure laziness, the best way is give them consistent face to face feedback, may it by project to project basis or month to month basis.

A: Focus on the fact. Don't pinpoint their mistakes mercilessly, use their previous performances or mistakes to compare with their current state. Don't use other people's performances to match theirs, they will turn defensive and bad competition may occur within your team.

B: Explain the impact. How you feel for their performances?

C: Explain the impact on the organisation. How is the morale affected? How is the team affected ? The under performer should know how their behavior is affecting others. This will add their awareness of their behavior

D: Request improvement. Have the employee/team come up with a solution. Follow up to see whether did they apply their solutions.

If after sometime that you feel all the effort you made still goes to waste, tell yourself that you did what you can, as long as you did to the best you can, no one will blame you if you laid off or give up on someone.

This is an post for myself to self-motivate. 80% of the points are from the source and 20% is from my own experience.