How do you feel when you give clear, reasonable direction, but the results just don’t hit the mark? It’s frustrating, right?
You may have heard these common workplace conversations (let’s use Dan as an example):
“Dan isn’t contributing like everyone else.”
“Dan has an attitude problem.”
“He’s been shown multiple times and still doesn’t get it.”
“Dan is frequently absent.”
These issues are all too familiar in workplaces. However, unless they’re addressed properly, they won’t just go away. As the saying goes, nothing changes if nothing changes.
We understand - addressing performance and having conversations around expectations can be challenging. Performance management isn’t easy, and it’s common to overthink or even procrastinate on it. So, if you’re new to the concept of performance management or need some guidance, here are a few essential tips to get you started.
1. Define Expectations Clearly
Start by identifying the core issue. If team members don’t have clear roles, key performance indicators (KPIs), and accountabilities, they can’t be expected to meet professional standards. Investing time in setting people up for success is crucial.
Ask yourself:
Do I have well-defined KPIs and accountabilities for each role?
Does my team fully understand their responsibilities?
Do I conduct regular performance reviews?
Have they had all of the requried training and support to do the role I expect them to do?
If you answered “no” to any of these, the first step is to create clarity by turning those “no’s” into “yes’s.” Take the time to outline each job role, define responsibilities, and communicate these expectations with your team. A simple conversation can make a big difference. For example, explain that, “We’re implementing a more structured approach to give everyone clarity around their accountabilities and performance measures.” Framing this positively helps set a productive tone.
2. Check In with Empathy
If you’ve established expectations but performance is still lacking, consider having a casual “wellness chat.” This initial conversation isn’t formal but allows you to check in and see if there’s anything outside of work that might be impacting the team member’s performance. This approach shows care for your team’s well-being, which is crucial for building a supportive workplace culture. If needed, you can provide additional resources or coaching to help them get back on track.
3. Document Performance Conversations
If underperformance continues, it may be time for a formal performance review. In a structured meeting, present the issue, give the team member a chance to respond, outline the future expectations, agree on action steps, set a follow-up date, and document the discussion. This ensures accountability and provides a clear roadmap for improvement.
4. Follow Through on Performance Management
If performance doesn’t improve, additional steps may be necessary, potentially leading to termination of employment. Performance management, while difficult, is essential for maintaining a productive and engaged team. Ignoring these issues can impact morale and workplace culture, as high-performing team members may become frustrated or disengaged if they see underperformance going unaddressed.
Support for Performance Management
Does any of this sound familiar? Have you faced similar challenges in your workplace? We’re here to help. At Peak Potential Coaching Co., we specialise in HR support, professional coaching and performance management, equipping businesses with the skills, tools, and resources needed to lead productive teams, enhance team development, and create a positive workplace culture.
Reach out to us today to learn how we can support your business’s growth and empower your team.
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