Managing poor performance - 8 questions to ask yourself
‘A poor leader can take a great team and destroy it, causing the best team members to leave and the remainder to become disengaged or, worse, toxic.’
As a firm believer in the potential of every new employee, we see people starting new roles with enthusiasm and a desire to make a difference. After all, life is too short to spend 40,000 hours working at something you don't enjoy, right?
So why do poor performers appear in so many businesses?
Why do so many business owners dread the need to manage performance or, worse, terminate employment?
It's unpleasant for all involved.
The issue often lies somewhere between the recruitment process and the point where performance begins to slip. The initial enthusiasm wanes. Understanding why this happens, and more importantly, preventing it, can reduce the number of poor performances to manage, allowing us to focus on leadership instead of just management.
Remembering our commitment to act above the line on this (by taking ownership, accountability and responsibility for the poor performance) answer these questions about your interactions with this ‘poor performer’:
Demonstrate above the line behaviour: Do you consistently show a positive, can-do attitude?
Core purpose statement: Does your business have a clear core purpose that your team members understand and feel they contribute to?
Articulate vision and goals: Have you clearly communicated your business vision and goals?
Align personal and career goals: Do you regularly help team members align their personal goals with your business objectives?
Set clear expectations: Have you defined the top five KPIs or targets that indicate a great day’s work?
Collaborate on targets: Did you involve the team member in setting these targets to ensure their awareness and agreement?
Track progress: Have you established a process for team members to easily track their progress?
Open communication: When performance is lacking, do you discuss it with the team member or avoid the conversation?
By following these steps, performance typically improves. External factors may affect some employees, who will need your support. In some cases, you might realise a recruitment mistake. Either way, these steps help you reach the right solution together with your team member.
Addressing poor performance requires a proactive and positive approach. At Malloch McClean, we specialise in small business accounting and understand the importance of effective team management. For more insights on managing your team and improving performance, contact us - we're here to support you and help you achieve your business goals.