CEO, Vitel Global Communications.
As tech leaders, we often have to deal with employees who have been underperforming. In the beginning, it can be quite confusing and filled with frustration. However, with effective communication and tips for dealing with underperformance, it is not as challenging as it may appear.
Before becoming leaders, we were all employees who had to work under leadership. Only a few of us had family businesses and transitioned into leadership roles effortlessly. Most of today’s leaders were once employees who faced similar issues, some under good leadership where they were taught how to handle such situations, and others not.
Now, let’s explore some effective ways to handle struggling employees.
The Scenario
There are two different scenarios here. One involves an employee who has performed well since being on-boarded, but suddenly, there is something wrong with their performance, and they are not giving what they’re capable of. The quality of their output is compromised.
The second scenario is an employee who hasn’t performed from day one. Each scenario requires a different approach. We’ll first identify the problems and then address solutions.
Identifying The Problem
Identifying the problem is the initial step in most problem-solving concepts. Though terminologies may vary, the concept remains the same.
Identifying the problem allows us to deal with the employee’s issues without escalating sensitive matters. This requires thorough analysis and a basic psychological approach.
We need to study the employee’s background, the current workplace culture, the nature of their work, their role and responsibilities, workplace connections, colleagues, reasons for demotivation or external influences contributing to their underperformance.
Taking The Crucial Step
After identifying the problem, immediate action may not be what we should expect to do. Many leaders tend to directly connect with the employee and offer advice based on personal experiences. However, it’s crucial to tread carefully here. Instead of offering advice without a plan and just pouring out our ideas and insisting they take them, we need to step into their shoes and imagine how it would feel in their situation.
This may seem impractical to some leaders who think they don’t have time. But I do not agree with this. There is always time for us to help others if we are willing, and since this is for the progression of the company, this definitely needs to be done.
Approaching Positively
What we have learned is to not rub in our opinions and thoughts. We need to implement strategies carefully here. Avoid phrases like “How I did it,” “If I were in your situation” or “How I’d handle this if I were you.” These statements will only make the other person feel less receptive to your suggestions because it is like you are forcibly injecting your own solutions.
Approach gently, and never let the power imbalance come in between your conversation. Provide examples of how others have dealt with similar situations and suggest solutions without compromising work quality. If the employee is unwilling to discuss the issue, respect their boundaries and step back. They may believe that you are not the right person to discuss the matter with them. Encourage them to identify their purpose if they feel lost.
The Importance Of Inclusion
Leaders always talk about being inclusive, so let the underperformers know that you are not going to take out your aggression on them and that you do care about them. If you don’t, this could create a fear of rejection, and the employee may become even more unproductive. Continue talking to them kindly, include them in conversations and try to maintain positive engagement with them.
While taking action may only take a minute, the entire process will take time. Remember, if you are able to help the employee and apply a strategic approach to problem-solving, they will be more productive, and you will be considered a successful leader.
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