When someone on your staff has a performance problem, it will have a negative effect on every member of your team. (Note here that I don’t say “can” but “will.”) Correcting that problem creates a win for you, a win for the employee with the problem, and a win for every other employee who works with that person.
Here is a five-step process to address employee performance problems.
Five-Step Process to Address Employee Performance Problems
1. Don’t just expect the problem to go away.
Although it is difficult to discuss a deficiency with someone, the problem will never improve and only worsen until you address it head on.
2. Deal with the issue as soon as possible.
Don’t wait until a small issue becomes a large problem. The longer you wait, the more difficult the conversation becomes. Today is always better than tomorrow.
3. Determine the root cause of the problem.
Does the problem arise from lack of training or poor training? Is it an attitude issue? Once you determine the cause, you’ll be better prepared to address the issue.
4. Create a performance plan to correct the problem.
Meet with the employee to develop a plan to eliminate the problem. Be sure that you’re not taking on total responsibility for correcting the issue; this should be a shared responsibility between the two of you.
5. Follow up.
Follow up on the performance plan to encourage the employee and ensure that he/she is making progress.