Turn an underperforming employee into an ideal one
Handle difficult situations and workplace conflicts with these six strategies.
Jacqueline Whitmore
A good leader knows how to motivate employees to perform at their best. However, when workplace conflicts arise, it’s essential to address problems and challenges that influence professionalism and performance, long before HR needs to get involved.
1. Meet privately
If an employee exhibited inappropriate behaviour, address it in private away from other staff members. If you reprimand someone in public, especially in front of peers and colleagues, s/he will be more likely to respond defensively.
Removing them from the situation and meeting in private allows everyone to calm down, address the problem and discuss a solution.
2. Identify the problem
Some challenges are simple to address. For example, it’s easy to help an employee who is constantly late to understand why tardiness is unacceptable.
Other issues related to performance and professionalism can be more challenging to define. Perhaps an employee performs his or her job well but is perceived as rude or aggressive by other team members. Or an individual may technically be following the dress code but continuously appears untidy at client meetings.
It’s important to identify what needs to be said and how, before speaking to the employee.
3. Ensure an issue is worth a conversation
Some of the most successful managers and leaders tell their teams what they need to do, not how to go about it. Though someone’s approach or work style may be very different from your own, distinguish personality differences from performance issues.
You hired members of your team because you thought they were qualified and capable. Allow employees to shine. You may not appreciate an untidy desk, but it might not be worth addressing until it affects the employee’s performance or the company’s image.
4. Be clear and straight forward
Don’t delay or avoid a conversation that needs to take place. Having a discussion may be uncomfortable, but it’s important to clearly state expectations to employees and follow up when performance issues arise.
If you don’t address a problem, it could fester and spread to other team members. When you address the problem head-on, you will provide the staff member with an opportunity to improve and show the rest of the team that they should take your expectations seriously.
5. Avoid personal attacks
When you meet with an employee to discuss a performance issue, avoid a potential argument and address only the person's professional behaviour. Handle the conflict gracefully and avoid anything that could be perceived as a personal attack.
Choose your words carefully, avoid using profanity and losing your temper. If the person you’re speaking with raises his or her voice or becomes angry, don’t match that level of intensity. Instead, remain calm and keep your voice at an even tempo. Listen and work with the employee to find a compromise.
6. Make a plan and follow up
If an employee is to grow with a company, they should be willing to accept their manager’s guidance and suggestions. If someone refuses to change his or her performance or behaviour, you may be forced to take further action.
If an employee is open to change, create an action plan. Decide on two or three goals together and lay out a plan for making measurable improvements. Be realistic and give the employee enough time to accomplish the changes.
Then follow up. Monitor the employee’s progress by meeting at regular intervals. If minor issues arise or the employee hits a roadblock, work with them to overcome the challenge. Small improvements over time can turn an underperformer into an ideal employee.