A senior manager used to think of me as his ‘Utility player’, when I started out as a radio broadcaster, meaning I could fit in anywhere he placed me within the department. Not until he placed me on one of the editorial desks, where mostly all we did was source and edit news materials sent to the desk by reporters, (not having to cover bits outside) and not doing anything related to presentation.
For me this was awfully boring and the more I worked on that desk, the more broken I became and obviously, this became a concern for my manager who was expecting more from me. How did I get this resolved? I somehow got moved from this desk, to somewhere where I could be at my best.
Have you ever been in a similar situation with any of your team members? Do you know anyone who used to be at their best and suddenly started underperforming? This could be for so many reasons and if not properly managed, could have a devastating effect on the individual, team and you, the manager.
As a leader, one of the most important responsibilities you have is to ensure that every team member is achieving their full potential and when there is a problem of underperforming, this can be a challenge.
A key part of this process is being able to recognize and address underperformance when it occurs.
When addressing underperformance, it is important to be clear and supportive rather than critical. Always start by asking the team member if they are aware of the issue and if they have any ideas on how to improve. If they don’t, then, you can coach them on it or suggest possible solutions and give them time to think about what can be done.
Remember that everyone has different strengths and weaknesses, and every situation may require a different approach. Offer your support throughout the process, provide constructive feedback, and ensure that you praise their successes as well as their efforts. Working together to understand the cause of the problem can be a powerful tool for unlocking a new level of performance from your team member.
Here are 5 proven ideas for addressing underperformance within your team:
1. Have a private one-on-one conversation: The best way to uncover why someone is underperforming is to have an honest, direct, and private conversation with them. Here you can ask the right questions and uncover underlying issues and come up with a plan together to help them improve in the future.
2. Set clear expectations: Poor performance can often be due to unclear or low expectations. Make sure your team know what’s expected of them so they have clear direction on how they can succeed. Give guidance and support, provide feedback both formally and informally, and create an environment where everyone feels comfortable giving honest feedback.
3. Provide appropriate training and support: Ensure that your team has access to the necessary resources, tools and support needed to do their job effectively. If there are skills that need developing, offer appropriate training so that they can grow and develop in their role.
4. Celebrate successes: Recognize small wins as well as successes, no matter how small they may seem! Acknowledging hard work encourages and motivates team members because it makes them feel valued, which will then lead them to perform even better in the future.
5. Use positive reinforcement: Start by having an open and honest conversation about areas for improvement and be sure to focus on strengths rather than weaknesses. Let them know that they will be recognized for putting the effort to improve and how that will affect their career growth. This may also serve as a motivation to improve and become more productive.
Remember: every team member has unique talents and skills that can be tapped into - by providing a platform for growth, you can help bring out the best in them when you are open to new ideas, celebrate achievements and successes - and more importantly - acknowledge mistakes as learning opportunities.
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