Underperformers in an organization can be a persistent challenge. However, if not managed appropriately, they can negatively impact the entire team’s performance and morale. How can you effectively manage underperformers? Let’s explore the key strategies.
1. Understanding Types and Characteristics of Underperformers
Underperformers can be categorized into four types:
- Lacking in Competence: Those who work hard but fail to deliver results due to insufficient skills.
- Demotivated: Those who have the capability but lack the motivation to perform well.
- Lacking Both Competence and Motivation: Those who are deficient in both skills and motivation, leading to poor performance.
- Negative Influencer: Those who possess the necessary skills and motivation but negatively impact the organization.
It is essential to develop appropriate strategies for each type to maintain the health of the organization. It is a leader’s role to protect the organization by implementing proper response strategies.
2. Managing Underperformers Lacking in Competence
Underperformers lacking in competence are diligent but often make mistakes and have low performance. They need an environment and opportunities to develop their skills. For example, you can take the following steps:
- Identify their lacking skills and set short-term goals (around two months).
- Assign new tasks and monitor performance weekly.
- Provide a supportive environment where they can work with the help of colleagues.
This approach allows underperformers to experience achievement while improving their skills.
3. Managing Demotivated Underperformers
Demotivated underperformers tend to procrastinate or avoid new tasks. Identifying the cause and reigniting their motivation is crucial. The following methods can be effective:
- Observe and record their behavior for a week.
- Conduct an interview to identify the cause of their demotivation.
- Provide solutions tailored to the cause and assign suitable tasks.
This can help rekindle the motivation of underperformers.
4. Managing Underperformers Lacking Both Competence and Motivation
Underperformers lacking both competence and motivation require prompt intervention. Encouraging them to take a long break or leave might be a solution. It is crucial to take action before they become a significant burden to the organization.
5. Managing Negative Influencers
Negative influencers perform well but have poor relationships with colleagues or harm the organization. The following steps can be taken:
- Listen to feedback from colleagues and observe directly.
- Clearly identify behaviors that must stop immediately.
- Warn them of potential consequences if they do not change their behavior.
It is essential to change their behavior for the overall success of the organization.
6. Parting Ways with Underperformers
If all efforts fail and there is no improvement, it may be necessary to make the difficult decision to part ways with the underperformer. You can follow these steps:
- Identify their strengths and find a job that suits them.
- The middle manager should seek help from senior leadership to find another position within or outside the organization.
This process can be challenging for leaders but is necessary for the health of the organization.
Conclusion
Managing underperformers is a significant challenge for leaders, but it is crucial for the success of the organization. By supporting the growth of underperformers and making difficult decisions when necessary, the organization will become healthier and more successful. Implement these underperformer management strategies in your organization today!