Coaching Poor Performers at the workplace

Performance management is one of the most important parts of every team leader’s job. This means managers must deal with poor performers effectively. While some team leaders view this task as one of the less desirable parts of their job, they should face the situation head-on and think of the best solution. 

Coaching and development

Supervisors or managers can help their poor performing employees through appropriate guidance and coaching. This training is a form of performance management that consists of regular feedback. By enabling poor performers to acquire the skills they need in order to improve their performance at work, managers can identify their weaknesses and establish goals that can turn those weaknesses into strengths. 

Increasing motivation

Sometimes a direct cause of poor performance at the workplace is due to low motivation. If this is the case, managers must work closely with their staff to create a motivating environment. This can be done through setting performance objectives, introducing performance assistance, and providing constructive feedback. 

Things to keep in mind 

Some supervisors believe that confronting the poor performers will damage the relationship. But this couldn’t be far from the truth as employees need honest feedback and guidance in order to grow in their career. Their poor performance may have an underlying cause. Whatever the problem, it is the manager’s responsibility to monitor performance and set up an action plan when someone is not giving it their all. 

As the manager observes the employee making improvements, they can give them positive reinforcement through clear and concise communication. This will ensure they understand their improved performance and its impact on the team and company.