Managing Employee Behaviours & Performance
Author: Nerea Huidobro
One of the keys to managing employee behaviours and underperformance is to effectively communicate concerns and expectations, and to act promptly as situations arise.
Managers need to be able to determine why a team member is not meeting behaviour or performance expectations. They might be experiencing personal problems that are impacting on them at work. They might lack the skills required to do their job competently, or they might have an unmanageable workload. In some instances employees may not have been provided with clear goals or role expectations. As a Manager you need to provide guidance and feedback. There are many factors that can lead to poor performance or unacceptable behaviour at work.
Managers need to seek to understand why a team member is underperforming and deal promptly with issues. Don’t ignore the signs. Unacceptable behaviour or performance that is allowed to continue effects the entire team and negatively impacts on employee engagement and culture within the workplace.
Employees need to know if their performance or behaviour is not aligned to company values. They also need to be made aware if they are not fulfilling their role requirements. Being clear in the way you communicate is important. Carefully explain what is required and also give employees the opportunity to raise concerns. Actively listen and don’t interrupt. The skill of listening requires practice and it can be a useful management tool. Seek clarification if you need more information and make sure you are consistent in your actions and expectations.
Using encouraging words and providing employees with regular feedback in a timely manner can improve behaviours and performance. Be clear in your communication and actions, and ensure there is a consistent message about the expected level of performance and behaviour required.
Work together – talk openly with employees on how you can work together to facilitate improvements in their performance or behaviour. A Managers role is to ensure that employees are provided with the training and tools required to do their job well. You may choose to involve employees in deciding the best solution to maximise their potential in their role depending on the issues being addressed. Where appropriate, involve employees in the decision making processes, this will assist in developing collaborative working relationships and increased employee engagement.
Adapt your approach to each employee and the situation. Think about the employee and how they respond best to feedback and what motivates and keeps them engaged.
Remind employees of their role requirements and about company policies and procedures. As a Manager, use templates, policies and procedures as a reference and tool to assist you in managing performance or behaviour issues.
If you would like to find out more about teams and managing behaviours and performance, developing and implementing workplace policies, tools and templates, or would like HR support for your business contact us at NH Consulting via email at email@example.com or call 0417582036 for a no obligation chat about how we can best assist you and your team.