{"id":9899,"date":"2014-09-24T10:00:26","date_gmt":"2014-09-24T10:00:26","guid":{"rendered":"https:\/\/www.whizlabs.com\/?p=9899"},"modified":"2014-09-24T10:00:26","modified_gmt":"2014-09-24T10:00:26","slug":"how-to-address-challenging-performance-issues","status":"publish","type":"post","link":"https:\/\/www.whizlabs.com\/blog\/how-to-address-challenging-performance-issues\/","title":{"rendered":"How to Address Challenging Performance Issues?"},"content":{"rendered":"

To address performance issues is still possible but to cater challenging performance issues is not an easy task. In fact it is very difficult for the manager if the company do not support firing of employees. It becomes all the more important for the manager to address it effectively. You can begin initially by thoroughly defining the key responsibility areas and expectations from the employee. Further you can list down the employee\u2019s performance in terms on time, quality and accuracy along with your expectation from him on the same parameters. Check for the difference between current and the expected values, then share it with the employee to\u00a0ensure mutual understanding and commitment.<\/span><\/p>\n

Below are the steps to follow to address the performance issues efficiently<\/span><\/b><\/h4>\n
    \n
  • Consider a challenging performance issue you are currently facing, and then conduct a gap analysis.<\/li>\n
  • Don\u2019t delay the problem, address it as soon as a pattern begins to appear.\u00a0 Do not wait for problems to become so big that nothing can be done later on.<\/li>\n
  • Schedule a meeting with the employee and discuss the issue in an informal manner first.<\/li>\n
  • In case of no significant improvement go for a formal meeting with your skip manager being copied in the meeting invite.<\/li>\n
  • Clearly document your expectation with the strong and weak areas of the employee. Suggest the employee to really work hard on his weak areas and find out if any training is required on that front. Further you can recommend him to plan his work in such a way that the task of his strength can be scheduled in the afternoon when most of us feel tired.<\/li>\n
  • Ask the employee if more resources are required for the task assigned to him. Explore if the job is configured as per the employee\u2019s capability, or the job needs to be redesigned.<\/li>\n
  • Give employee a couple of chances to improve. Set a target or goal with a time period attached to it.<\/li>\n
  • Don\u2019t let him feel low, offer every help the company can provide to help him in his performance improvement.<\/li>\n
  • It is recommended to check the past performances of this employee in the same and previous organization. If the person is an outstanding performer in past then try to find out the reason for this sudden change in his performance.<\/li>\n
  • If the reasons are personal ask the person to take a break as it might be harmful to his health. But in case the reasons are related to the company culture or behavior of particular person then inform your HR about it.<\/li>\n
  • Ensure to document all the meetings, discussion and your feedback, along with employee\u2019s comments.<\/li>\n<\/ul>\n

    As a matter of fact, the productivity and performance of employees is directly related to the success and profit of a company. Companies hire individuals with specific skills and talents, who needs to perform according to company-wide expectations. The contribution of each individual affects the overall teamwork environment both negatively and positively. That is why it is very essential that the employees who are incapable or not focused needs to be addressed on priority.<\/p>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

    To address performance issues is still possible but to cater challenging performance issues is not an easy task. In fact it is very difficult for the manager if the company do not support firing of employees. It becomes all the more important for the manager to address it effectively. You can begin initially by thoroughly defining the key responsibility areas and expectations from the employee. Further you can list down the employee\u2019s performance in terms on time, quality and accuracy along with your expectation from him on the same parameters. Check for the difference between current and the expected values, […]<\/p>\n","protected":false},"author":220,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[26],"tags":[1280],"class_list":["post-9899","post","type-post","status-publish","format-standard","hentry","category-project-management","tag-project-management-5"],"uagb_featured_image_src":{"full":false,"thumbnail":false,"medium":false,"medium_large":false,"large":false,"1536x1536":false,"2048x2048":false,"profile_24":false,"profile_48":false,"profile_96":false,"profile_150":false,"profile_300":false,"tptn_thumbnail":false,"web-stories-poster-portrait":false,"web-stories-publisher-logo":false,"web-stories-thumbnail":false},"uagb_author_info":{"display_name":"Aditi Malhotra","author_link":"https:\/\/www.whizlabs.com\/blog\/author\/aditi\/"},"uagb_comment_info":0,"uagb_excerpt":"To address performance issues is still possible but to cater challenging performance issues is not an easy task. In fact it is very difficult for the manager if the company do not support firing of employees. It becomes all the more important for the manager to address it effectively. You can begin initially by thoroughly…","_links":{"self":[{"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/posts\/9899","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/users\/220"}],"replies":[{"embeddable":true,"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/comments?post=9899"}],"version-history":[{"count":0,"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/posts\/9899\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/media?parent=9899"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/categories?post=9899"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.whizlabs.com\/blog\/wp-json\/wp\/v2\/tags?post=9899"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}