Non-Performers Are Holding You Back

“The true measure of the value of any business leader and manager is performance.” -Brian Tracy, author

Every organization must invest in training and resources to bring new employees up to speed with their day-to-day responsibilities; however, employees who are ill equipped to handle the demands of your manufacturing company will significantly decrease productivity and performance. The costs incurred by underperforming employees can be astronomical, including costs associated with unproductivity, as well as turnover costs as a result of employees quitting or being fired.

Your managers must be proactive in addressing issues caused by underperforming employees, so they do not wreak havoc on your organization’s operations and bottom line. Here are three strategies you can employ to evaluate and effectively handle underperformers:

Evaluate and communicate. When it comes to confronting an underperformer, communication is paramount. Remember, your employees are people too. It’s a good idea to ask underperforming employees if they’re dealing with any struggles outside of work, such as a sick child or a divorce. This will help you understand if it’s personal issues holding them back, rather than their actual skills and abilities as an employee. If an employee is having personal issues, but is otherwise fully qualified for the job, there may be ways to work around this situation and work with the employee on a solution that will give them a better work-life balance.

Fill in the gaps. Conversing with employees will also shed light on their on-the-job abilities. Just because they had the qualifications to get the job doesn’t mean they have all the necessary tools or training. On-the-job coaching may be a great option for employees who are having trouble meeting expectations and may be floundering. Filling in the training gaps will allow these workers to get help in the areas in which they need additional guidance and instruction. In addition to improving productivity, this will also build a culture that fosters professional development and mentorship.

Face the facts. If you discover an employee does not have the means or desire to improve, you must acknowledge they are simply not right for the job. You may consider whether there are other positions within your organization that are better suited for the employee, but only if they meet the required qualifications. In this circumstance, it’s often in the best interest for both the employer and employee to part ways. It’s never easy to terminate an employee, but sometimes it’s necessary.

When it comes to addressing underperformance, there is no cookie-cutter approach. It’s the responsibility of your leadership team to find workable solutions that benefit both your workforce and bottom line.

Are underperformers having a negative effect on your business outcomes? Learn how a partnership with Case Staffing Solutions in the Twin Cities can greatly improve productivity and performance at your organization.