5 Standout Ways to Transform Under-performers Into Superb Employees

5 Standout Ways to Transform Under-performers Into Superb Employees

SHARE

Let’s say Joe is an accountant approaching his five-year anniversary at his company. But although he’s a dedicated employee, he hasn’t met his performance goals after switching to a new department in October.

His boss isn’t impressed by his work and wants to remove his monthly bonus.

Many managers struggle with what to do with employees like Joe who have been with a company for some years but now failing to meet expectations. While it’s tempting to take away an under-performing employee’s responsibilities or bonuses – or even fire him – managers need to take a look at the big picture.

With the right guidance and leadership, low-performing employees can be transformed into high performers. Here are five ways:

Related: How to Build Skills, Loyalty and Profits With Staff Training

1. Identify why someone is a low-performer

To start the process of trying to transform an under-performer into a high achiever, identify why the staffer isn’t meeting performance expectations. Managers must understand the employee’s motivation and what’s preventing him or her from reaching success.

 

Entrepreneur-Newsletters
Entrepreneur’s daily tips & insights delivered direct to your inbox.

Every employee has unique needs and desires. In many cases, what motivates an under-performer is different from what influences a high-performer. Theories such as Abraham Maslow’s hierarchy of needs and David McClelland’s human motivation theory can help managers identify people’s underlying motivation.

2. Show the person’s value to the company

Under-performers might miss performance goals because they feel like their position doesn’t contribute to their organisation’s overall success.

A 2013 Harvard Business Review report, “The Impact of Employee Engagement on Performance,” revealed that 70 percent of 550 executives surveyed believed that employees should have an understanding of how their position contributes to the company’s overall strategy.

Sit down with the employee and explain why his or her work matters. Provide feedback on how that person’s performance affects the company and the way his or her individual results contribute to success.

Related: Benefits of Motivated Employees

3. Create clear expectations

Whether it’s a matter of miscommunication or a lack of guidance, many underperformers don’t realize they are failing to meet expectations.

After making an employee aware of his or her performance, develop clear expectations for moving forward. Outline the person’s expected role and responsibilities within the company, offer clear feedback on performance and set measurable, achievable goals.

4. Equip the employee with the needed tools

An employment and organisational culture study last year by TINYpulse discovered 1 in 4 of more than 200,000 employees surveyed don’t have the tools they need to succeed in the workplace.

Provide under-performers with professional development and skills training opportunities to improve their work. Offer them a mentor who can help with keeping them on track with performance goals.

5. Redesign the company’s incentive programme

Tower Watson’s Talent Management and Rewards Study released in 2013 discovered about one-fourth of about 320 North American organisations give bonuses to employees who fail to meet expectations.

Instead of rewarding under-performers, redesign the company’s incentive programme to help these employees improve performance. Consider offering  performance-linked bonuses, professional-development opportunities and recognition from management.

A 2013 study by Glassdoor and Harris Interactive, found 4 in 5 employees of more than 2,000 U.S. adults surveyed were motivated to work harder when their boss showed them appreciation.

How do you transform under-performers into high performers?

Related: Does Your Staff Dislike You?

This article was originally posted here on Entrepreneur.com.

Heather Huhman
Heather R. Huhman is a career expert, experienced hiring manager, and president of Come Recommended, a content marketing and digital PR consultancy for job search and human resources technologies. She is the author of Lies, Damned Lies & Internships and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle.