Spot the signs of an underperforming employee
Managing underperforming staff is often an uncomfortable experience. However, if you are well-prepared, you can improve team morale and productivity and reduce stress levels. Underperformance occurs when an employee’s work or attitude fails to live up to expected and required levels. As a manager, it is your responsibility to support and assist underperforming employees.
Common signs of underperformance are:
These signs may occur in a new starter who hasn’t gotten off on the right foot, or with a long-term employee who previously had no performance issues. This can also be called quiet quitting.
Employees may underperform because:
When you notice signs of underperformance, keep an eye on the employee and maintain a record of specific instances of underperformance. Don’t immediately try to correct the issue, as the employee may just be having a bad day or week.
If the behaviour continues, contact HR with examples of the employee's poor performance. They will set up a meeting with the employee.
If you are not contributing to their underperformance, you can then arrange a private meeting with the employee. Discuss their reasons for their poor performance, the behaviour you have noticed, and reiterate the expectations and responsibilities of their job role. Try not to be overly confrontational and allow the employee to be honest.
Depending on the reasons for underperformance, there are different possible solutions. If the employee is struggling with personal problems, they may need time off from work or referral to an Employee Assistance Program (EAP). If the employee is dissatisfied with their role, consider Job Crafting, and be transparent about possible development opportunities. The employee may need retraining if they are struggling with completing their duties.
Set the employee up with an action plan or Performance Improvement Plan (PIP) detailing their targets and the actions you’re taking. Keep thorough documentation of each meeting and the topics discussed.
Offer the employee constructive feedback and commend them when you notice improvement. Have regular check-ins and meetings to ensure they are staying on track. If their performance does not improve or continues to deteriorate despite intervention, job reassignment, disciplinary action or termination may be required.
A good way to prevent underperformance is to provide clear job requirements when hiring and to choose the right employee for the role. ACS Staffing Solutions can help you with your hiring process. Call 01604 704058 or email info@acsrecruitment.co.uk to learn how we can support you.
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