Identify Underperformance and Deal With It the Right Way

Glassdoor offers a strategy to spot and address employee underperformance, which is attributed to a host of issues. Issues include few growth opportunities and little job variety, a dearth of communication, work-related stress, the absence of a settling-in period, personal problems, a bad work environment, few challenges and incentives, vague goals or a lack of direction, and scarcity of on-the-job resources. Resolving such problems requires managers developing a plan with the employee, querying them on what difficulties they may be having, writing down those issues, and agreeing on a plan together. To provide the underperforming worker helpful feedback, managers are recommended to be specific and constructive, aware of any patterns that lead to underperforming behavior, to encourage and explain how making positive changes will improve employee development, and practice kindness. Should no improvement ensue, managers should first consult with their human resources department on the next step. Overall, they should invite the employee to a meeting in writing, ensuring they are given sufficient notice beforehand, stating that the employee has the right to be accompanied by a witness, and listing the reasons why the disciplinary meeting is happening. During the meeting, the employee should be offered the opportunity to defend their claim and supply evidence as to why they do not deserve a warning or dismissal. The worker should be informed that they can appeal the decision in writing if they feel it is unjust.