Dealing With Poor Performance

Dealing With Poor Performance

What makes an employee a poor performer? They must not care or don’t have what it takes to get the job done! This may be the case but most of the time there is far more to it. People managers will deal with this situation many times in their career. “Do I invest in this person to get them where they need to be or do I cut bait now and move on?” Re-hiring is costly and underestimated by many companies. Most companies don’t put a cost associated to the interview process, lost productivity, culture impact and increased workloads. This is not a reason not to re-hire. It just needs to be in the mix when decisions are being made. We have all made a few bad hires but for the most part we should trust the hiring process if it thorough, proven and detailed. If you do trust that process then poor performance is probably due to other reasons. Before a people manager makes any decisions they need to ask themselves some questions: Did I set up the employee for success with the proper training and support? Has my communication on expectations been clear and understood? Is the issue capability or compatibility? Is this a short-term issue or has a long-term pattern developed? Have I had one to one’s that detailed the performance issues? Have I clearly outlined what they need to do to improve performance in the one to one’s? Have I seen improvements after those one to one’s? Could something outside of work be the cause? Could I be the issue? The exercise is to ensure...