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If you’re like many of the CEO’s I work with, hiring employees can be scary.

Sure, the right hire can positively impact your company culture, helping their teammates and bringing their A game every day. Star employees show up and do their part to knock your business goals out of the park.  

But what happens when your new hire isn’t quite hitting a home run?

Dealing with these situations can be a serious struggle for even the savviest business owners, so don’t feel bad if you’re not sure what to do next. Hint: the answer isn’t “sweep it under the rug.”

Here are 4 better ways to respond to an underperforming employee.

Let’s jump in!

Fact #1: Catching It Early Is Essential

The first few weeks at a new job really set the tone for the rest of an employee’s time there. Set the tone for excellent performance with clear communication around your expectations and regular check-ins. It is much easier to build a strong working relationship from the beginning than to try to fix a broken one later on.

Fact #2: Poor Performances Are Contagious

Have you ever heard the phrase, “one bad apple can spoil the whole bunch?” Well, in this case, it’s true!

See, energy is contagious. When people are happy to show up for work and motivated to do their best, those around them feed off that attitude. But the opposite is true, too. When people aren’t giving it their all and getting away with it, others take note. An unaddressed poor performer can make the rest of the team feel unappreciated and unwilling to pick up the slack.

Fact #3: Clear Standards Prevent Problems

So, you know your employee isn’t performing up to your standards, but … do you have proof of it? It’s hard to address poor performance based on a feeling or without specific examples to back it up. Creating clear standards and setting expectations for each role in your business will help you evaluate and address employee performance.

So, when you notice a team member who isn’t pulling their weight, you can go to them with metrics or notes about specific instances and show them what needs to improve.

Fact #4: Parting Ways Might Be the Best Choice

Sometimes it’s best to part ways with an underperforming employee. If you’ve communicated the issues with them, given constructive feedback to help them succeed and you’re still not seeing the effort and results you expect, don’t hesitate to cut ties.

While letting someone go is never easy, it’s the best option for everyone involved. As a business owner, you need to know you have a team working hard to help the brand succeed at every level. And for an employee, poor performance is often an indicator they’re not satisfied in their role. Letting them go means they’ll be able to find a position better for them all around.

Dealing with poor employee performances isn’t easy but it’s crucial to address issues to make your company a happy, thriving place. Start by setting your standards, making your expectations clear and monitoring employee progress early. And remember, sometimes parting ways with an underperforming employee is the best decision for everyone involved.

Want more insight on managing employee performances? Head here to book your FREE consultation call now! https://careerpathwaysconsulting.com/connect-with-me/

Barbara Mason is a career consultant that brings over 20 years Human Resources experience and has been in senior level roles for Fortune 500 companies. She is the owner and CEO of Career Pathways Consulting and her passion is helping career professionals stay, flow, or go in their career.

To learn more about working with her, visit www.careerpathwaysconsulting.com.