How to Improve Employee Performance There are several causes for poor employee performance. If the employee performance is not up to par, productivity will take a backseat. But to resolve poor employee performance, you must first understand the cause. The four main causes of poor employee performance are: (1) Understand that they have been given clear instructions Let’s tackle the first cause. An integral part of employee performance is your role as a manager. It is the manager’s responsibility to give the employees clear instructions and assess if the instructions need clarifications. Most employees want to do a good job. As a manager, you want your team to be successful, and not leave to join the job market that raises unemployment. It is a natural human instinct for people to want to do a good job. Some of them perform well in the fear of losing their job, some genuinely enjoy the job, and want to excel at it. The other three causes follow the first one closely. As a manager, so ask yourself if the instructions were clear. Do they have the ability to do the job properly? Question if you have hired the right person for the job and trained them to do exactly that. (2) Do they have the aptitude, training, or training to work accurately The ability of an employee consists of two things, one is their passion and the other is their training aptitude. Understand if the employee has the mental capacity to do what you need to do. Or if the employee is the right fit for the job? Sometimes you have the right people on your team but they are in the wrong job. Deliberate over your choices. Making sure you have the right people in the right job is the manager’s responsibility. (3) Do employees have the resources to carry out the task effectively? It is your responsibility to make sure that they have the computers and equipment they need to carry out the assigned task. Having the right resources, in turn, will increase their willingness to perform well. “Did I provide you with the resources you need to manage the new project?” is an example of what you can ask the employee. Facilitate an open dialogue. If you handle things like that, you can overcome poor performance or turn the bad performance into a good performance. (4) Do they want to do better now? If you want to be a good manager, make a mistake or blame them, you have to take responsibility. Tell the employees if they are not doing a good job, and give them pointers to help improve performance. It is your responsibility to fix poor employee performance. We hope to have shed some clarity on the reasons for poor employee performance. The key is to understand the issue. Once that is done, mitigating poor performance should be a cakewalk.
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