If you make a pit stop in the management section of any bookstore, you probably realize that employee performance and corporate culture is very important. Some of the best companies spend significant time, money and effort to create an awesome work environment that incorporates a sound performance management process. These companies tend to have more rigorous hiring processes and background checks. In short, they’re able to higher top talent and retain them because of a great culture using the two factor theory. In this post, we’ll show you how to hand poor employee performance.
Unfortunately, not every company has the luxury of investing so much time and capital into the hiring process. For small business units and start ups, the best talent just might not be affordable at the moment. So, companies hire the best that they can with their performance management plan. Then, they still try to create a good working environment. However, when a manager mixes medium performance employees with the wrong culture, the company could end up with a bunch of low performance employees who are way too spoiled. But, don’t jump to succession planning just yet.
How do managers spoil their employee performance without realizing it? They are missing simple trait that their poor performance employees are lacking. Without this trait, most employees will end up taking advantage of their managers and eventually become low performers. Furthermore, the companies performance overall will suffer and morale will eventually drop.
If your employees are not appreciative, no matter how much in manager does for them, they will not be motivated to reciprocate the efforts. That is the main trait, appreciation. Those who are unappreciative will continue to take advantage of management and become lazier instead of more motivated.
Watch For Employee Appreciation
It is extremely critical that managers take note of their employees’ appreciation. For example, you are flexible with them on leaving early on a Friday for their child’s baseball game. But, the following Monday, you are in a pinch and you need them to pick up the slack. How do they respond? Do they care about helping out? Were they thankful? This goes beyond simple thank you sayings because it is backed up with action. That’s real performance.
After a short or long series of events like this, managers can certainly determine who is appreciative or not so much. Once the determination is made, you can clearly see if your employees are actually spoiled rotten. Then, you will have to know what to do next.
For The Appreciative
Obviously, you want to keep, encourage and promote employees who are appreciative. They are usually the high performers because they are more likely to welcome and learn from opportunities. This is a very good culture to have at work.
For The Unappreciative
For the unappreciative, you may have to do some intervention. Make it a point to show how you have been trying to support them so they can succeed and grow. Next, attempt to coach and counsel them about meeting their goals and expectations. In the short term, you may actually have to pull off from the favors and lenient rules. To turn around poor employee performance, they need to be held accountable. Otherwise, you are in risk of having a lazy, unproductive company culture overall.
Employee Performance Management
In order to have a majority of appreciative employees, you have to be a good manager. That means practicing effective employee performance management. How do you do that? Well, there is more to it than just a simple trick. However, the most important part of effectively managing employee performance is setting goals and helping employees to reach them. Yes, letting an employee leave early on Friday is always nice, but that will not be enough to keep them around for long if they are good employees. On top of rewarding good behavior, make sure you are setting goals for constant improvement and growth. Then, be sure to monitor them and conduct employee performance evaluations. This is the only true way to ensure appreciative employees who perform to the maximum extent of their ability.
How To Handle Poor Employee Performance
Most importantly, if you start to notice these employee traits of unappreciative behavior, you need to address it right away. This will result in a quick resolution that could lead to a positive outcome overall. Generally, if you wait to address poor employee performance, it can create a negative working environment between manager and employee. Also, the employee may use this delay to their advantage and not produce quality work until they have that conversation or are held to a higher standard. If you want to successfully manage poor performance, all managers must take a proactive approach.