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Improving Performance

Let’s take a look at how to improve employee performance. With a clear understanding of where performance deficiencies exist and a discussion with your employee about the potential causes of those performance deficiencies, you are in a position to jointly develop an action plan to help improve their performance. The first step is to examine ways to remove barriers to employee success - obstacles that make it difficult for employees to be successful in their jobs. If the performance evaluation and appraisal meetings identify competencies as the leading cause of poor performance, for example, then training and development activities may be a viable solution. Coaching and mentoring are two training tactics that are particularly useful in helping employees improve their performance. Coaching typically focuses on an employee’s performance improvement, usually short term and usually relative to specific skills. Mentoring involves a longer-term relationship in which a more senior employee teaches a junior employee how the organization works and nurtures that person as she progresses in her career. As a manager, you want to be supportive of the development of your employees, and if the steps you have taken are successful, the result will be a happier and more productive workforce. At the same time, however, it is important to recognize that employees must perform at an acceptable level, and failure to reach that level of performance over a reasonable period of time may indicate that an employee is not a good fit for the job. In such situations in which the tactics we have discussed fail, managers may resort to discipline.