It just does not seem fair. You are working into the wee hours and Chris leaves promptly at 5. Your team has a project deadline and Chris does not feel the pressure. You deliver what is due on time and Chris is always and unapologetically late. Chris’ slacking is definitely affecting the team’s productivity and morale.
What can you do?
Performance management training experts run into this problem often. Here are their tips on how to handle the low performer:
- Check Assumptions. Ensure that expectations regarding goals, roles and process are clear and agreed to with all key stakeholders.
- Inquire into Root Cause. Find out why the work quality is below standard. Does your coworker have problems in his personal life? Do they lack the skills/knowledge/resources to tackle the job?
- Talk with them about the problem. Use specific examples of sub-standard work and how it affects others on the team. Approach the conversation with a genuine willingness to help.
- Work together to explore different solutions. Is more training needed? Would a more flexible schedule help? Is the job too big for any one person to manage?
- Agree upon a plan to improve their contribution to the team and set a time to review progress.
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