How to Deal With Underperforming Staff Without Being the Bad Guy

When managing employees in the workplace, you need to strike the balance between achieving maximum productivity and preventing staff burnout. The primary goal is to increase your team's output and maximize the skills and contribution of staff to elevate the business. However, many employers and managers find the task challenging since they risk straining their relationships. In the end, many of the jobs done are half-baked.

What should managers do to ensure that staff are working with their best efforts without looking like a slave driver?

1. Identify and specify the problem

First of all, you have to make a clear diagnosis on the specific aspects of the staff's performance that require improvement. Point these out accordingly so you can clearly indicate the source of the problem or underperformance. New research by the authors of the New York Times best-seller "Crucial Accountability" revealed that plenty of workplace issues are misdiagnosed thereby resulting to big fallouts and lack of accountability.

2. Indicate that there is a lack of accountability

When employees do not feel responsible or accountable, they fail to perform as well as they are expected to. An online survey was conducted on 1,225 individuals which showed that 94 percent fail to hold their co-workers accountable, which in turn lead to low productivity and incompetence in the office. It is important to let your staff know that you have particular expectations and goals that they need to meet regularly.

3. Single out the weakest link

In many firms, supervisors fail to point out the specific individual who influences others actively and impliedly that underperformance is tolerated in the workplace. One study conducted by Benjamin Walker, a PhD candidate at the University of South Wales indicated that the weakest member of the team is determinative of their success or failure. It is vital to identify which one fails to deliver. Talk to the person in private and share your concerns to make the workplace more conducive for everyone.

4. Give compliments and rewards

Incentives and simple statements of praise will help fire up motivation in the workplace. Let your staff know that you appreciate good work and increased productivity more than you are observant about poor behaviour and weak performance. Come up with creative programs that will boost the interest and performance of people in the office.

Be direct and concise when stating the problem and communicate with your staff on a regular basis. Also create opportunities for them to approach you whenever possible to indicate their concerns and issues.