Employer Resources
Strategies for Under Achievers and Performance Problems
It may be the case that performance appraisals are not always going to deliver positive results as you are forced to deal with issues of under achievement or poor performance. It is important that you address any performance issues promptly to ensure you have the best chance of resolving the issues. This may mean that an extra appraisal is required but it is best not to wait.
Be prepared before you address any issues that may become negative. Have your facts straight and give some thought to how you are going to phrase your feedback. Make sure your comments are constructive and try to highlight positive points even though you are addressing a negative issue. Be open and willing to listen and let the employee have their say. Be sure that your interest and open mindedness is genuine so they feel you are really prepared to listen. Have specific examples of poor performance or issues that are a problem.
Try to work on strategies together to improve the situation and make sure that the problem does not arise again. Talk about different ways the problem could have been avoided such as different ways of doing things or further training. Ask them how they think you can avoid such problems in the future.
Develop an action plan for overcoming problems and make sure it does not end with the appraisal or meeting. Follow up with the employee and make sure they are happy about the resolutions and the actions since. Be sure they are clear about expectations and refer them to policy and procedure manuals if required. If you have agreed to take issues up with other staff members make sure that you do and have a follow up meeting with the initial employee in a set amount of time to discuss outcomes and improvements.
