Manage Poor Performance Quickly
Manage Poor Performance Quickly
Performance management makes up a significant part of every manager’s job, and hence this means you must deal with poor performance.
However as much we might not wish to do it, managing poor performance should not be a ‘huge event'. Itt should be quick and relatively pain free, for both the manager and the employee. Action should be taken at the first sign of behaviour that deviates from what is expected.
Why is it important to address things quickly?
34% of managers confess to putting off a difficult conversation for more than a month, but that just makes things worse!
The longer the behaviour continues, the more it become a much bigger problem to deal with because:
- It can give a negative vision of your business to your customers or potential new staff
- It creates friction/tension as others in the team are forced to pick up the slack, resulting in lower morale and employee engagement
- In reality, if you don’t address poor performance then it can be seen as being condoned by the manager - this can have a knock on effect to other employees also, they may start to think “well xx does that, so I must be ok to do that tooâ€
- If you don’t deal with poor performance it can affect your credibility and integrity and most of all it will stress you out and create an environment you don’t want to work in