how to deal employee problems
Human relationship
Other staff members will notice if a co-worker isn't pulling his weight, and it can quickly have a detrimental effect on the morale of the entire workforce. Managers must identify the underperforming employees within their organization and deal with the behavior immediately.
Step 1
Document the performance problems you observe. If the employee's performance issues were raised as a concern by someone else, verify the allegations are legitimate by reviewing his work product. Research the employee's work history and performance reviews to determine if the problem is a new behavior or if the worker has underperformed throughout his employment.
Step 2
Meet with the employee in a confidential location to discuss the problem. Present your documentation and ask him for his input. Some employees may already be aware of the issue, but others -- particularly those whose poor performance has been tolerated over time -- may not be aware there is an issue and will react defensively.
Step 3
Set clear expectations. Inform the underperforming employee why you cannot tolerate his poor performance, and explain the impact his behavior has on the business as a whole. Provide a detailed plan for improvement, including review dates and citing the consequences if the employee fails to improve.
Step 4
Offer training and other resources to assist the employee. For example, you might pair an underperforming employee with an experienced mentor, or provide him with a procedures manual to follow. Recognize and praise the employee when he performs at the appropriate level.
Step 5
Follow up with the employee on a regular basis. If his performance does not improve, or he fails to maintain the improvement over time, begin the process of progressive discipline. Warn the employee that continued failure to perform at the required level will result in discipline and may ultimately result in discharge from employment.
First, understands what is expected of them
Other staff members will notice if a co-worker isn't pulling his weight, and it can quickly have a detrimental effect on the morale of the entire workforce. Managers must identify the underperforming employees within their organization and deal with the behavior immediately.
Step 1
Document the performance problems you observe. If the employee's performance issues were raised as a concern by someone else, verify the allegations are legitimate by reviewing his work product. Research the employee's work history and performance reviews to determine if the problem is a new behavior or if the worker has underperformed throughout his employment.
Step 2
Meet with the employee in a confidential location to discuss the problem. Present your documentation and ask him for his input. Some employees may already be aware of the issue, but others -- particularly those whose poor performance has been tolerated over time -- may not be aware there is an issue and will react defensively.
Step 3
Set clear expectations. Inform the underperforming employee why you cannot tolerate his poor performance, and explain the impact his behavior has on the business as a whole. Provide a detailed plan for improvement, including review dates and citing the consequences if the employee fails to improve.
Step 4
Offer training and other resources to assist the employee. For example, you might pair an underperforming employee with an experienced mentor, or provide him with a procedures manual to follow. Recognize and praise the employee when he performs at the appropriate level.
Step 5
Follow up with the employee on a regular basis. If his performance does not improve, or he fails to maintain the improvement over time, begin the process of progressive discipline. Warn the employee that continued failure to perform at the required level will result in discipline and may ultimately result in discharge from employment.
First, understands what is expected of them