Dealing with poor performance can be a challenging and sensitive issue for managers. When an employee is disengaged or underperforming, it is important to address the issue in a constructive and proactive way. By taking the right approach, managers can help improve employee performance and create a more positive and productive work environment.

In this article, we will explore some tips on how to talk to a disengaged employee about poor performance.

Set clear expectations

One of the key factors that can contribute to poor performance is a lack of clarity around expectations. Before discussing poor performance with an employee, it is important to make sure that the employee understands what is expected of them in their role. This includes outlining specific goals and objectives, as well as the key performance indicators that will be used to measure success. By setting clear expectations, managers can help ensure that employees are aware of what is expected of them and can work towards meeting these expectations.

Identify the root cause of the poor performance

Before addressing poor performance with an employee, it is important to try and identify the root cause of the issue. This may involve talking to the employee to understand their perspective on the issue, as well as gathering feedback from other team members or reviewing data on the employee’s performance. By understanding the underlying cause of the poor performance, managers can better tailor their approach to addressing the issue and help the employee improve.

Schedule a one-on-one meeting

When addressing poor performance with an employee, it is important to have a private and confidential conversation. This can help the employee feel more comfortable and open to discussing the issue. To facilitate this conversation, it is a good idea to schedule a one-on-one meeting with the employee. This can be a more formal meeting, such as a performance review, or a more informal meeting to discuss the issue in more detail.

Focus on the behaviour, not the person

When discussing poor performance with an employee, it is important to focus on the specific behaviours that are causing the issue, rather than attacking the person themselves. This means avoiding statements like “you are a bad employee” or “you are not meeting expectations.” Instead, focus on specific behaviours that need to be improved, such as “I noticed that you have been consistently missing deadlines” or “I noticed that your quality of work has been slipping lately.” By focusing on specific behaviours, managers can help the employee understand what needs to be improved and work towards making positive changes.

Offer support and resources

When addressing poor performance with an employee, it is important to offer support and resources to help them improve. This could include things like additional training or coaching, or providing additional resources or tools that may help the employee better meet their goals. By offering support and resources, managers can show that they are committed to helping employees succeed and improve their performance.

Set specific goals and action steps

To help the employee improve, it is important to set specific goals and action steps. These should be specific, measurable, achievable, relevant, and time-bound (SMART goals). By setting specific goals and action steps, managers can help employees understand exactly what they need to do to improve and provide them with a road map for success.

Follow up and provide feedback

After addressing poor performance with an employee, it is important to follow up and provide ongoing feedback on their progress. This could involve setting up regular check-ins or performance reviews to track the employee’s progress and identify any areas that may still need improvement. By providing ongoing feedback, managers can help employees stay on track and continue to improve their performance.

Step-by-step guide on how to talk about poor performance

• Schedule a meeting with the employee to discuss their poor performance. Make sure to choose a time and place where you can have a private and uninterrupted conversation.
• Prepare for the meeting by gathering any relevant information or documentation about the employee’s performance, including specific examples of where they have fallen short of expectations.
• During the meeting, start by expressing your concern about the employee’s performance. Be clear and specific about the behaviours and outcomes that have caused the issue.
• Listen to the employee’s perspective and ask for their input on the situation. It may be that there are factors contributing to their poor performance that you are not aware of, such as personal issues or a lack of support or resources.
• Work together to identify the root cause of the poor performance and discuss potential solutions. This may involve setting specific goals, providing additional training or support, or adjusting the employee’s role or responsibilities.
• Develop a plan to address the issue and set specific milestones to track progress. Make sure to follow up regularly to provide support and address any obstacles that may arise.
• If the employee’s performance does not improve after taking these steps, it may be necessary to take further action, such as formal disciplinary action or termination.

Throughout the process, it is important to approach the conversation in a constructive and supportive manner and to focus on finding solutions rather than assigning blame. By working together, you can help the employee improve their performance and get back on track.

Conclusion

Overall, addressing poor performance with a disengaged employee can be a challenging task. However, by taking the right approach and offering support and resources, managers can help improve employee performance and create a more positive and productive work environment.