3 Factors That Cause Poor Performance in the Workplace
Overseeing and reviewing employee performance is a critical part of successful business management.
This can be achieved through formal review meetings, casual observations, or both. Either way, it’s important to make sure employees are achieving their expected tasks.
Yet, what happens when you notice someone struggling with poor performance?
Before jumping to conclusions, it helps to consider some underlying challenges that may be contributing to this issue.
Today, we’re discussing three factors that can cause even the best employee to deliver less-than-satisfactory results in the workplace.
Ready to learn more? Let’s dive in!
Lack of Resources
Often, poor performance can be attributed to one simple cause: A lack of job-specific resources. If your employees don’t have access to the tools they need to complete their work, chances are the final product won’t be up to par.Physical Tools
Before taking your next step, consider the employee’s expected output. Now, consider if you’ve provided the appropriate hardware, software, and supplies required to achieve it.
Also, have you connected the employee to personnel resources that can help with the task? Have you allotted the proper amount of time to complete each project?
If you answered “no” at all, your employee’s poor performance is likely linked to inadequate resources.Skill-Set and Expertise
Sometimes, however, an employee could have all the physical resources he or she needs and still perform poorly.
When this is the case, consider if that employee has the skill set required to complete the job.
Have you recently assigned a heavier workload filled with tasks outside of his or her wheelhouse? Has a recentorganizational change
altered a once-familiar work environment? Did you approve a promotion that might have been slightly premature?
Often, additional training can help bring the employee up to speed and improve performance.
In your work experience, have you ever been given vague instructions for completing a task? Chances are, your employees have at some point.
Learning-on-the-job can be avaluable training tactic
. However, throwing an employee to the veritable wolves and expecting him to figure out a way out unassisted is often a recipe for both low-quality work and performance.
When assigning a new task, ensure that there’s a clear, defined path to completion. Your employees should know what you expect the final product to look like, and what parameters surround the project.
Are you unsure whether an employee understood your directions? Don’t be afraid to double-check. Discuss the goals and objectives again and ask if there are questions so you can resolve any confusion.
A burned-out employee shouldn’t be granted immediate pardon for poor performance. Yet, the reality is that if someone is bored or frustrated with his or her work environment, it will show in the work that’s produced.
Studies show thatmore than half of U.S. employees
feel at least somewhat overworked or overwhelmed. Furthermore, 70% daydream about working at a different job.
As a manager, there are myriad ways you can seek to motivate employees. Chiefly, make sure their talents are being recognized and used to their full potential.
Then, re-check your reward and penalty system. You likely have steps in place to control and reprimand negative behavior. Do you also have a rewards strategy?
Recognizing and praising good work is sometimes all it takes to solve an employee’s morale issue. You don’t have to be elaborate with your reward — you’d be surprised how far a simple word of acknowledgment can go.Poor Performance Issues? Get More Insight Now
Getting the most out of your employees starts with really understanding them. You need to know what makes them tick, what they love about their company, and what their frustrations are.
Our POPin tool promotesemployee engagement
. We help foster important conversations around expectations, deliverables, and more.
We’ll help you listen smarter, powering the type of performance — and success — that you and your teams both want.