5 Tips for Managing an Underperformer

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5 Tips for Managing an Underperformer

Employees can be assets or liabilities in a company. What matters most is how the employees handle their responsibilities. If the employees are underperforming, the organization’s performance will be undermined. It is important to look into the reasons why the employees are underperforming and how to manage them and increase their productivity levels.

Some of the tips by Alexander Djerassi on how to manage underperformers include:

1. Assess Whether the Underperformers Will Accept Help

It’s not easy to fake success that isn’t legitimate. Considering some people are affected by imposter syndrome, some people will suffer from a cognitive bias, and it may prevent a person from recognizing how badly they are performing, and they will need help. The underperformers may find fault with the people who begin to question their abilities. If the underperformer accepts help, they’ll manage to improve on the underperformance issue. If not, the company may be forced to let them go.

2. Have Clear Expectations

It is good to try and understand the needs of each employee. By doing so, it is easy to identify the underperformers. Some of the employees may not be performing well; however, they’re making an effort. Remind the underperformers that results are needed. Also, ensure that the goals are clear and realistic. By doing so, the underperformers can work on ensuring they have attained their goals.

3. Recognize There is an Issue

Ensure you’re perceptive to circumstances that indicate performance problems. You may notice that there are employees who are frustrated, resulting in underperformance. In short, underperformance will manifest in the form of certain behaviors, including:

• Reduced quality of work and output

• Disassociating from responsibilities and tasks

• Unprofessional conduct

• Absenteeism

• Reduced interaction with other employees

Alexander Djerassi says that you should be on the lookout for each of these traits and act accordingly. It is important to document particular examples of how underperformance has proven to be an issue, and some employees are unable to meet expectations. You can then approach each employee and schedule a one-on-one meeting with the sole aim of addressing the situation and also gaining awareness of each of their perspectives.

4. Employees Need Support and Resources

Most employees require mentoring, leadership, and intense supervision for them to develop. In most cases, they need support after being promoted to fill a vacancy in the company. If the natural skills they possess seem insufficient, they won’t manage to perceive their deficits. Keep in mind that micromanaging may bring about employee dissatisfaction.

5. The Employee Expectations Should be Managed

Employees have certain expectations when they fill a particular job position, and they may fail to perform well. They may also have specific expectations regarding compensation, employer ethics, career advancement, job security, and values, among other things. However, they may underperform since everything isn’t playing out.

It is important to understand what the underperformers hope for from the role they have been assigned. The organizations will assess whether the expectations are realistic. For instances where there is a mismatch between what the organization has to offer and their expectations, it is advisable to initiate a discussion about adjusting the employee’s expectations.