As leaders, we should resolve the problem rather than let it fester. However, as humans, we naturally want to avoid conflict. The good news is that managing challenging employees doesn’t have to cause lasting awkwardness when done correctly. Here’s what you need to know about how to deal with underperforming employees.
A significant aspect of managing a team involves motivating underperforming staff. Leadership is about courage, skills, and experience to face poor performance head-on. You’re only doing a disservice to yourself, the employee, and your entire team by letting problems slip through the cracks.
The key is addressing any issues you notice before they become more significant problems. Here’s how to deal with underperforming employees:
While it’s essential to learn how to deal with underperforming employees, the approach is not one-size-fits-all. Sometimes, if an employee has a good work ethic and shows promise in other areas, it may be worth reshaping the role or moving them to another place in the organization to use their talents.
However, this should not be the first tool in your arsenal and should never be used for someone who is just a poor employee overall. You don’t want to saddle another team with someone who has proven to be unreliable.
If you’re concerned about your approach to managing underperformance, a business coach can help you gain some perspective. Would you mind filling out my contact form and scheduling a complimentary coaching call to learn how to deal with underperforming employees?
Coach Dave
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