managing underperformance staff?

Question

how do you manage underperforming staff?

Answer 1

How long has your staff been under performing?? Not to throw rocks at you, but if it is your staff and they've been underperforming, then you as a supervisor are equally gulty.
OK. Tme to do a review of each and every one. Get some forms,be as objective as possible. Explain just what you mean.
Goofing off? Excessive absenteeism?Missing deadling? Poor work?

Do the evaluation, point out the problems,explain this has been going on long enough.( your way of saving face if you've been letting it happen.)You've heard negative feedback from your manager, and things must improve. (Make HIM the bad guy) If it is just poor work habits,it must stop NOW! If it represents a lack of training, set a realistic goal to correct it.
Be fair, realistic, but firm. If it doesn't work, then hand out warnings.
"We discussed this two weeks ago, but I see no improvement.I don't think this is the right job for you. We must have improvement. We'll talk next week."

Remember, one standard for everybody.

Answer 2

Follow any disciplinary procedure to the letter, start out with initial counselling that is informal and outline what your concerns are and ask why poor performance is taking place, if this doesn't stop then call a further meeting and issue a verbal warning (at this stage involve your HR department if you have one).

Check out the rights of a worker on ACAS and make sure that you are not discriminating against them because people are more likely to complain when you have a disciplinary against them and you don't want to get yourself of your company sued.

Answer 3

i work as a supervisor and manage a shift, i always find that talking to them in a relaxed atmosphere in the first instance and for every negative you have to relay counteract it with a positive comment, encourage them if you think they have the ability to do better and offer them advice ion how to improve their performance,be approachable so that if they are struggling they can talk to you, but only give so much slack, if after these attempts things don't improve, seriously think of either giving them a more suitable role or, as harsh as this sounds, let them go, its not fair on the rest of the team if they consistently carry someone as this causes resentment an more under achieving, good luck, i know how hard it is dealing with peoples emotions and effectively ....lives.

Answer 4

Go back to their job description and go through it with them showing them the areas they have achieved. Then look at the areas that require more work and put together a programme for them to follow that will involve your support and for them to meet deadlines. You will probably need to micromanage (weekly meetings or daily if things are really bad) for a while but if you set deadlines then you'll have something to measure achievement against. Make sure they know what will happen if they dont meet deadlines and targets

Answer 5

1. you punish underperformance through disipline or firing
2. you reward overperformance and create incentives for employees to go above and beyond through promotions, bonuses, or raises
3. use other motivators like casual Friday, catered lunches, employee of the month program with the front row parking, etc.

Answer 6

cause them to portion of the judgements. bear in concepts they have been in the gang longer than you have and could be attentive to extra info with reference to the approach they artwork on than you. you're there to instruction manual the gang. that still makes you portion of the gang and it would not sound like they see you as a member. I bear in mind being on a collection of 7 which become decreased to 2 then a clean group supervisor become further in that needed to micro cope with each little thing. I went from 10 hour days to twelve-14 hour days using fact she could no longer returned off and enable me get the artwork completed that I knew mandatory to be completed. I and the different worker end on a similar day some months later using undesirable administration. Make your self portion of the gang no longer portion of the difficulty. Get to be attentive to how they do issues and why. Then got down to make alterations as a collection.

Answer 7

Investigate the reasons for under-performance.

Are they lazy? Do they lack motivation? Do they require training? Are they having personal problems?

The list could go on...

Once you have the facts you will be in the best position to answer your own question.

Answer 8

Listen to them. Absolutely paramount. Find out what makes them tick. Are they relaxed or do they feel as though they're being watched over and under pressure to deliver?

Find out if there's anything they would like to see change