The higher the productivity, the better for the company, right? That’s what so many companies are looking for these days. That’s why they increasingly need methodologies, techniques and professionals who understand the importance of being increasingly productive. So, what should you do when you notice low performance at work?
It is quite common for managers and leaders to realize over time that their teams, or specific employees, are not performing as expected. Perhaps productivity has dropped, or it has not reached previously expected levels. However, it is not possible to simply accept this situation.
Performances below projections can be very damaging to the entire organizational ecosystem. After all, in addition to directly impacting the company, other employees often have to meet the demands of those who are failing. So, what can be done to reverse this scenario and prevent it from happening again?
To help managers deal with this situation, we have listed strategic actions below. They will guide your decisions from now on, ensuring that you do everything in your power to change performance issues.
Solving poor performance at work in 6 steps
1 – Develop a relationship of trust with professionals
First of all, know that having a good relationship with your team is essential in both good times and bad situations. Therefore, if you haven’t yet thought about getting closer to your employees professionally, put it on your list of career goals.
Approachable leaders are highly valued by the market and are able to involve team members in much more engaged and productive routines. In addition, they are also able to talk to employees in a much easier and simpler way, understanding the reasons behind poor performance, for example.
2 – Always evaluate the organizational environment
Another important point is the organizational environment. Low productivity can have several causes, from personal issues to problems at work. So, if the atmosphere in the company and in the team is not pleasant, this may influence employee engagement.
After all, high pressure, lack of concern for the well-being of employees , lack of communication, cases of moral harassment and many other issues are more than enough to impact the performance of each employee.
3 – Have structured career plans for employees
Furthermore, does the company offer career and development plans for its employees? Having this commitment from the company is a great motivator for all professionals.
Therefore, if the plans already exist, it may be a great time to revisit the materials and understand where each professional is at. Take the opportunity to have mentoring conversations and remind everyone of their goals.
If the plans have never been made, find out if it is possible to initiate this movement formally. In any case, conducting this direction informally can also be an option, showing that you recognize the professional’s importance to the company and want to help him or her develop.
4 – Set clear goals to monitor team development
Poor performance can often be linked to a classic lack of motivation. When there are no goals, no monitoring, and no prospect of growth, many professionals don’t see many reasons to continue dedicating themselves.
So, review the way goals are passed on to your team, identifying the best ways to monitor the development of those who are showing signs of low productivity. This way, it will be much easier to see who is responding to all the measures taken so far, and who is not showing any improvement in their work.
5 – Maintain a feedback routine in the company
After reviewing so many processes and issues, implementing changes, always being available and offering opportunities for professionals to develop, you need to monitor everything closely and provide feedback.
This is the best way to convey your exact perception of each employee’s performance and also have the chance to hear from each of them. Therefore, if the company does not yet have a formal feedback process, think of a model that works for your team’s daily routine, reinforcing the commitment to each professional involved.
6 – Offers training and courses for continuous updating
Finally, offer courses, training and real development opportunities for the company’s professionals. In addition to contributing to the company itself, by helping employees acquire more skills and technical knowledge, you will show that each person there is important to the company and deserves opportunities for growth.