Realizing that you have hired someone who is not fulfilling his or her responsibilities well is hard to accept, but it happens. It does not mean it’s time to cut any contracts short immediately, but the sooner an inefficient employee is investigated, the better. Waiting to see if employees get better on their own is a waste of time and company funds that could be going towards better training, direction, or finding someone who is a better fit for the job. Below are a few steps that can help get an employee-performance problem resolved.
Analyze – that you have the right person in the right job that he or she can excel in. There are times when someone just isn’t a good fit for a company or position. There are also times that an employee who is a great fit just isn’t getting sufficient direction. To determine whether your problem is the former or latter…
Discuss – shortcomings with the employee in question. Speak with the employee and let him or her know your concerns. If the employee shows potential and a willingness to learn, consider…
Training – the underperforming employee. Sometimes, a little training and skill acquisition makes the difference between a confused employee and job clarity. You could have a high-potential employee and not even know it. Once the employee goes through training, it’s time to…
Reassess – whether the employee performance has improved or it just doesn’t seem to be working out. A high-potential employee who has been given training and opportunity should evolve into a high-performing employee. Once you’ve assessed whether your underperforming employee has gotten better or not…
Resolve – the issue with a now-better equipped and more efficient employee, or by finding a replacement using effective assessment procedures. If you must find a replacement, avoid hiring another bad fit by using assessment tools, and check out our post about picking a good candidate.
And remember, poor performers don’t always mean it’s time to hire someone new, it may just mean that your employee needs more direction.
About the Author: pickjohn9@gmail.com
