In part two of this series, we will look at more ways to improve employees’ performance.
Show them the reward:
To those employees who have the skill and experience to perform but are not performing due to a lack of motivation or due to disillusionment, it might be a good idea to show them the reward that they can attain if they start performing well. This reward need not be purely monetary, though monetary rewards make for great carrots. You could offer some perks or career growth too.
Tools and resources:
Sometimes, employees do not perform up to the mark because they do not have the right tools and resources to do so. I personally know the case of a designer who was asked to create world-class designs on a trial copy of the Adobe suite.
Inevitably, he failed to do so. It was then that a review happened and he was given the right software suite to perform his tasks. He did such a good job that he was given a hike and promoted soon. Always ensure that the employees have the right tools to do the job.
Intensive Performance Improvement Plan (PIP)/Performance Development Plan (PDP):
Call it PIP or PDP or whatever else you will, but performance improvement plans can really help employees realize their true potential. We all know that not all people can learn at the same pace.
Some people need more time than others to grasp and it is for these people that such intensive programs are useful. Depending on the organization, these last any time between 3 to 6 months and involve multiple reviews and feedback sessions periodically.
A change in role:
Sometimes, a change in role might just be the thing to invigorate an employee’s flailing performance. If you have the luxury to do so, try the employee in another role that might be more apt according to you and him. Consult him and take his inputs about where he would fit.
Above all, remember that accurate measurement and communication are very important elements. Go to the link to know more about an online HR platform that can help you with performance measurement.