Addressing Poor Performance At Work


Most of us have had a day when our work performance has been less than our best, but this is a rarity not the norm.

As a manager or business owner what do you do when poor performance starts to become an employees’ regular performance?  If this is allowed to continue by the employee it will cause issues with the other employees.

It can be quite frustrating for co-workers to be working side-by-side someone who is performing below the standard on a daily basis.  Many managers would rather choose to look the other way instead of dealing with an employee with poor performance as confrontation and rehabilitation take time. It must be dealt with if you want to keep it from spreading to other employees.

Tackling the problem as soon as it is noticed is always best.  It can be as simple as asking the person if everything is okay because you noticed their performance has recently dropped. 

This not only gives the person a chance to respond, but it lets them know that you are aware that they have slipped below the line, opening the door for further communication if it happens again.

If management waits too long to deal with the issue they not only are causing problems for their employees who work to uphold the standards, they are making it more difficult for themselves to address the problem with the poor performer who will question, “If this was a problem why didn’t you say something before?”

Speaking as a manager who at one time waited to see if things would turn around in a situation and they did not, it is much easier to address this type of issue immediately when it appears.

Keeping the workplace standards above the line keeps everyone happy because they know what the expectations are and know that they apply to everyone.

“Do your best, and be a little better than you are.” -Gordon B. Hinckley

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