7 causes of poor employee performance

This is a part of the job that all managers do not like the most. Someone in your team has not achieved the desired result, it is time to do something.

However, it is important to diagnose the root cause before deciding how to solve performance problems.

According to my experience, performance is a blend of power and motivation. Employees need the ability to perform tasks and motivation to perform tasks. You can decide how to solve the problem by identifying which problem is causing the performance problem.

If your staff lack the time, money, people, goods to complete the task, he can not complete the task, no matter how much he wants. While this may be the root cause of the simplest solution, you need to tell the employee that you need to find the problem as soon as possible, rather than solving the problem without proper resources.

Barriers include decisions from customers and bosses, problems with other departments, or other barriers they can not manage. As a manager, I think you can get involved and help solve the problem or find a solution to accomplish the job.

Performance problems are sometimes a lack of skills. Employees may have been promoted or assigned new responsibilities before being ready. We hope that additional training and guidance will solve this performance problem.

If you do not set clear parameters or expectations for your project, or if employees misunderstand them, this may be a major cause of performance degradation. Review the goals and deliverables of the project again to see if you can eliminate confusion and misunderstanding.

The second reason for poor performance is that employees are more personal, emotional, and less motivated.

Are employees praised or rewarded for their good work? If some employees think hard work is not approved, they may begin to relax. For some people it is important for their job satisfaction to recognize their good work and their performance may be perceived from good work in the past.

The opposite problem when there is no ginseng is that there is no stick. In the absence of penalties due to poor performance, some employees may think that they can avoid having their work done late or cumbersome. However, rather than suddenly starting to receive punishment, we confirm or design a series of results in the event of poor performance, then notify the whole team before implementation. The first step is as simple as talking about the problem, so the result will be bigger.

If the employee is bored or tired, the manager's job is to try to help him rejuvenate. Burning is not a free pass less than standard work, but for an excellent manager this is a red flag and the employee's talent may not be fully utilized. Brief explanation: Bad performance notes whether there is any anger or indignation, as employees may become passive - aggressive ways to try to fix what she thinks wrong To pay

As you can see, when dealing with performance issues, one size is not suitable for all sizes. Punishing people lacking sufficient resources and skills is not the right approach; there is no extra training for people who really need recognition. Before finding the right solution, the root cause of the performance problem is important.

This article was published in cooperation with LinkedIn. To publish does not mean that the World Economic Forum agrees with the opinion.

In the recession of the first management I participated, the personnel department manager of the company made a presentation on how to deal with the performance of poor employees. One important message is to clearly understand the causes of employee performance problems (which may be recognized). The main difference in her speech is to know whether the employee is below the achievement or not motivated but does not perform better as the employee does not show better results.

Addressing poor performance and clearly telling other employees that you have your own standards for poorly performing employees and that they can not meet your business forecasts I will not send it. Along with the declining number of employees, it is very important and unacceptable to ignore the production of all employees and the poor performance of some employees. Performance degradation usually only gets worse over time. If there is no supervisor operation, it is rarely fixed itself. Even if you act against one employee, the morale of the other employee will not decrease. In fact, the situation is the opposite. Generating normal behavior leads to a more efficient workplace environment. Early periodic constructive consultation eliminates the need to consider more uncomfortable and formal action as well as leading to performance improvement.