A drop in performance indicates something seriously wrong with an employee. No one takes a job with the intention of not doing their best. Not usually, anyway, and those who do are quickly shown the exit. However, when performance starts to drop over a long period of time, alarm bells need to start ringing. This is a more complex problem, and you’re going to have to try and figure out the reasons why it’s happening. Then, you also need to consider what actions you’ll take, and what effects they might have on the rest of the workforce. It’s difficult, which is why we’ve simplified it in the list below.
Are They Still Dedicated To The Job?
If a drop in performance is present, you need to figure whether they are still dedicated to doing this job. If they’re turning up late and disappearing as quickly as possible, that’s one thing. If they half-heartedly do their work and spend more time at the water cooler, that’s another worrying sign. Although we’re going to highlight a number of things you can do to solve employee performance problems, it’s not always possible. They might be so fed up with their job that dedication will never return.
Is Disgruntlement An Issue?
Many cases of a drop in performance are caused because of employee disgruntlement. As an employer, you should always be on the lookout for these sorts of issues. As long as you have a healthy relationship with your staff, you should understand when they aren’t happy about something. Whether it’s their workload, your treatment of them, or anything else; spot it and bring it up. Find ways to solve their problems, and they’ll perform better as a result.
Are Personal Issues To Blame?
A drop in performance doesn’t necessarily mean that your employee doesn’t care anymore. In a lot of cases, it’s related to personal issues. By this, I mean problems at home, depression or anxiety issues, or anything else that might be affecting their well-being. In this case, you need to be on the lookout once again. If something seems wrong, call them in for a private chat to air their feelings. A Health Assured employee councelling service might be what they need to air their concerns and work towards a different mindset.
If your training resources are no good, your employees are going to be no good. It’s not rocket science! Employee performance can’t be criticised too highly if you aren’t willing to give them proper training. Make sure your training resources are updated and you give the employee enough time to get to grips with things. I’ve seen too many examples where employees have been punished for something which was the fault of a bad training procedure.
Have you noticed one of your employees acting as though everything is just too much for them? Head in their hands and constantly stressed? You might have burnt them out with the amount you’re asking them to do. Not only is this detrimental to the success of your business; you’re harming their health, too. Cut back a bit. Find alternative ways to give them time off and reduce their workload. It’s not always easy to do this, but you must make allowances in order to get them back on track. Otherwise, they’ll just quit when it becomes too much.
Poor Worker Relationships
The idea of throwing a bunch of strangers together and making them work every day is a bizarre one. However, it’s how we live our lives, and it’s no surprise that some people adapt better than others. You’ve got all sorts of personalities lurking around the building, and not everyone will get on with each other. The best way to solve poor worker relationships is to actually force people to socialise more. Get everyone together on a regular occasion to discuss business matters. If the problem is really bad, separate the two affected employees so they don’t have to deal with each other so regularly.
Is More Motivation Needed?
Some people can go by for years on end without ever being rewarded or appreciated for their work. Others, however, need that influence in order to keep working at a consistently high level. It might be that you’re not giving them this, and you’re not motivating them to push harder. As a result, they will relax into the job and eventually start giving less and less effort. All you need to do to counteract this is to start being more communicative with them. Don’t leave them to their own devices, or their performance will suffer!
Money, Money, Money
Of course, it might just be that they’re fed up with their current financial situation. If you’ve employed them for a considerable amount of time with no hope of a raise, you can’t expect them to be satisfied forever. Their performance will drop, and you’ll probably find that they are searching for other jobs on the side. In this case, the only thing you can realistically do is renegotiate their salary. Offer them a raise if you can, or accept that they might be on their way out soon enough.
If you’re not fair to your employees, they won’t work hard for you. By this, I mean asking them to do unreasonable tasks or not giving them time off for serious personal problems. If they have a family emergency and you don’t want them to leave, that’s not fair to them. They’ll remember those sorts of instances, and they won’t care to put in their best work for you. As long as you treat them right, you’ll get maximum effort from them.
Is It Time To Get Rid?
At some point, you need to decide whether it’s time to dismiss them. If you’ve exhausted these options and done everything you can, it might be the only solution. Give them adequate time to turn these issues around in the first place, though. This is the last resort and the decision to fire someone can affect the entire business. They’ll have friends in the company who will be saddened by the decision, potentially causing more problems over time.