Managing Suboptimal Staff Performance

Successfully managing employee performance is an important aspect of leadership effectiveness. This means encouraging and rewarding positive behaviors as well as addressing suboptimal performance when it occurs.  An effective leader ensures that negative staff behaviors and performance are effectively managed, including use of a progressive discipline ladder process.

Dealing with unprofessional behaviors is one of the most unpleasant aspects of a manager’s role, but it needs to be done. Ignoring bad behavior reduces the morale of other staff and undermines the reputation of the leader. These challenges can also be positive opportunities to develop human potential and increase business success.

Managers need to understand basic standards/expectations for staff performance, including job description elements and general work behaviors. They also need training on giving effective feedback, listening and coaching skills, as well as writing skills applicable to warning letters and performance improvement plans. It is also important to be familiar with company discipline policies, as well as knowledge of progressive discipline practices.

A typical discipline ladder includes (1) a verbal warning, (2) a letter to the personnel file, (3) a performance improvement plan (with written expectations, a time line for achievement them, and consequences for failure to do so), and (4) termination.  Depending upon the severity of the issue, one or more steps can be skipped.

It is important to have a positive attitude with a commitment to addressing negative behaviors in a systematic manner. The right combination of feedback and encouragement can make a big difference in both the lives of those you work with and the bottom line. Sadly, many people are promoted into leadership roles without the training or support needed to navigate these workplace challenges. The result, too often, are suboptimal workplaces with unhappy employees, high turnover, and low productivity.

For further thought:  How are you doing as a supervisor when it comes to managing expectations?  Do you find constructive ways to address suboptimal performance issues?  What steps could you take to be more effective?

As a leader, you have an extraordinary opportunity to make a difference in people’s lives. Don’t underestimate your impact!