#Top Tips Tuesday

Top Tips for Managing Poor Performance

  1. Always start with the positive: remember that most people want to perform well in their role, there may be all sorts of reasons behind the poor performance that you may not be aware of. These might include:
    1. competency/confidence in the role
    2. health issues (physical and mental health) personal issues
    3. lack of training
    4. lack of motivation
    5. poorly defined job role or unrealistic expectations/targets
    6. your management style or team-related issues
  2. Avoid Poor Performance: Make sure you have good management structures in place to avoid poor performance from happening or getting out of control. For example:
    1. have regular 1:2:1 (Support and Supervision) sessions
    2. ensure clarity around job description, objectives, Key Performance Indicators (KPI’s), targets and any changes
    3. give regular feedback (think B.O.O.S.T.)
    4. reward and recognise good performance
  3. Be Aware: Poor Performance can creep up slowly, be carried over from previous poor management or can appear to be out of the blue. Make sure you monitor your staff.
  4. Be prepared for the conversation:
    1. Make sure you know the facts. Explain the impact of the individual’s actions (or lack of action).
    2. Remember to then focus on the futurewhat needs to be done differently?
  5. Don’t Focus Solely on the Poor Performer: Remember you may have other people in your team. They also need to continue to be supported and not get left along the way.
  6. Ensure you aren’t part of the problem! Are you doing what you should be doing?
  7. Focus on The Facts: Don’t let your personal feelings get in the way. Be clear on what the problem is.
  8. Follow the law and good HR practice (many websites give advice and guidance – see below)
  9. Get Advice: Speak to fellow managers and the HR Department (if you have one!)
  10. Identify your options and Agree Actions for Moving Forward
    1. Fit for purpose v. High standards
    2. Consistently poorly performance may mean you will need to take disciplinary action in line with your organisation’s procedure.

Ensure you are aware of ALL policies and procedures and take expert advice.

Here are just two websites that provide more detailed advice: http://www.cipd.co.uk and http://www.acas.org.uk


These are my thoughts and perspectives (I’m not necessary right or wrong, simply starting a conversation).

So, what about your thoughts?

  • I’d love to hear your thoughts, reflections, gut reactions, perceptions, experiences and wisdom.
  • Do any of these things ring true for you and can you see yourself putting these into action?
  • What would it looksound and feel like (for you and others), if you put some of these tips into action?
  • What barriers might you come against when putting these tips/ideas into practice? How might you overcome them?
  • Who could give you support and how?
  • Have you tried these tips and ideas out and, if so, what have you learned?

Remember that sharing our experiences can help others, so your thoughts and comments are always welcome.

Thanks, in advance, for adding to the conversation.

Leave a Reply