Life and work are bound to have their ups and downs. We know, as managers or team members; that everything won’t be coming up roses all the time, and that’s okay… until it’s not.
Having a rough week is completely normal and understandable, everybody has tough days. And before being managers, designers, freelancers, or whatever, we are humans; and it is only natural that our problems affect us in a way that could show in our work performance. It’s not ideal, and I’m sure we all try that it doesn’t, but sometimes we just can’t help it.
Although, when they become regular, it is time to do something about them. But, how do you help someone that is underperforming? Is letting them go the only option? How long should you wait before taking action? When does a bad day become an underperformance issue? Is retraining a path?
Don’t worry, we have some answers for you. It is never an easy situation to handle, but these tips can make it a smoother ride.
Don’t Let It Slide
Underperformance can be demoralizing for the team. It brings frustration, drains energy, and wastes time. So one of the first things that need to be done is to address the issue. These kinds of problems won’t be solved on their own, and letting them slide is only going to give time for the snowball to grow until it’s too late.
But, what to do? It is important to acknowledge the issue and start walking towards solving it. It’s better not to jump to conclusions without having a complete picture, so getting that full overview can be a good first step.
Look Within And Ask Tough Questions
It’s easy to assume that it is just the underperformer’s fault. A good manager will ask themselves the question: How have I contributed to this outcome? Where did I miss the chance to help correct the situation? Because most of the time, managing is to guide and lead. So, as leaders, we have some responsibility.
Evaluating one’s behavior can be key to improving the situation. Sometimes the changes that need to be made are collective, and being aware of that makes it an easier ride.
Look For Evidence That Might Prove You Wrong
Part of getting the full picture is making sure you are not biased. Sometimes, one might suspect that maybe the person is lacking the right skill set for the job or that they need a redirection to another department. But all of those assumptions need to be contrasted with the objective reality.
To be fair, careful, and even respectful, you need to talk to people about the matter and get new and fresh input. Respecting confidentiality, of course, but having a broader perspective of what is going on.
Communication Is Always The Answer
Once you have a good idea of the problem and you’ve come to realize the role you play in it, it is time to talk to the employee in question. Approaching this conversation can be challenging, but it mostly comes from a place of care and kindness. Being genuinely interested in our co-workers’ growth is vital for progress.
There’s a tricky and enlightening part of these kinds of conversations. When you address the issue, how does the person respond? Are they willing to acknowledge it and work on it? Or are they closed-minded and deny everything? Based on that response, is the path to follow.
When the person is closed-minded, there isn’t much to do. You go straight to talking about consequences and give a period of time to follow up the process. If nothing changes, time to let them go.
But when someone shows a growth mindset and is willing to work towards improvement, a new world of possibilities opens up. You can brainstorm together some solutions. Find a more experienced employee who could mentor or coach them. Retrain if that’s the case. Even redirect their talent if that is what’s needed.
Having someone with a learn-it attitude, coachable, and driven to be better is having someone worth investing in. Not only financially with coaches or experts, but to invest more precious resources like time and energy.
Sometimes people just need a little push to better themselves. Some other times underperformance is just the consequence of a faulty system. Creating upskilling plans can be a great investment at times. We believe that human resources are our greatest asset, so caring enough about them to address a problem on time is not only the first option but the most respectful one. Leading and managing are never easy, but it doesn’t have to be that hard. What are you waiting to better your team’s skills?
See more articles by Laura Navarro.
