Quels sont les moyens efficaces de retenir les employés sous-performants ou insatisfaits?

Work with the employees to identify the underlying causes of their underperformance or dissatisfaction. It could be related to job responsibilities, work environment, lack of growth opportunities, insufficient training, or conflicts with colleagues or supervisors. Understanding the root causes will help in developing targeted solutions.

This is the most critical step. If we don't identify the correct root cause, then even the best solution won't address the real issue. It's also important to ask have we (leadership) done everything we can/should to help ensure the employee's success. Sometimes, the employee is not meeting performance expectations because leadership hasn't done its job well in leading.

Check his/her Motivation for performing that Job is it align with outcomes. Check his/her competencies is it align with Job. a LTV driver cannot drive HTV so training is important. Check Internal & external Environment to enable him more productivity. Assign him new job where he/she feel comfortable.

Blunt honesty. Don't try to sugarcoat it. Take the bull by the horn and say: "You haven't been performing at the level I know you can perform. Why not?" It's often a huge relief for the employee and they will come right out and tell you what's affecting their performance. If you demonstrate empathy and genuinely help them solve the issue that's holding them back, they'll be appreciative and back to their usual level of performance in no time. On the other hand, if they don't give you a straight answer, you know you have to keep digging and look for the real reason why they're not performing.

Identify root causes, provide feedback and coaching, offer training, create a supportive work environment, and consider flexible arrangements.

1.Open Communication: Encourage honest and open discussions with the employees 2.Performance Improvement Plans (PIPs) 3.Flexibility: Consider flexible work arrangements, such as remote work or adjusted hours etc.. 4.Recognition and Rewards 5. Job Redesign: If feasible, consider restructuring the employee's role or responsibilities to better align with their skills and interests. 6. Team Building and Support: Foster a supportive team environment where colleagues can help and encourage the underperforming employee. 7. Regular Feedback: Provide consistent and constructive feedback to help the employee understand their areas of improvement and acknowledge their achievements.

Hold a meeting: Ask questions to find out what is causing the employee to underperform. It may be a mistake to assume that you already know the root cause of employee lack of effort. To find out the real reasons, you need to set the right tone for the meeting and ask the right questions. A one-on-one meeting should be done in a place that is free of interruptions and distractions and where you are not noticed.

I think it's important to set goals and expectations. It's easy to think that everyone knows what we want from them, but unless you've clearly outlined your expectations, that may not be the case. Whenever possible, include specific metrics to measure activity and performance.

Recognition and rewards should be closely tied to evidence-based performance outcomes. Research shows that having clear and transparent compensation structures is highly motivating, even above opaque, but slightly higher comp overall. Ensure you treat your team with the respect they deserve and acknowledge the core of their relationship with your business is their employment, which deserves the respect of transparency and trust.

Organizations should provide leaders multiple levers to recognize employees for a job well done whether it's a "virtual high five" or the opportunity to redeem company swag for exhibiting the company's core values. The ability to provide recognition from a manager to a subordinate as well as peer-to-peer is foundational to building a culture of contagious appreciation.

Repeat the job expectations: Make sure the employee understands what you expect from them and the areas that need improvement. Teach them all the relevant and standard duties that the employee must perform. Have documentation for the intended purposes and how the employee was lost, so there is no room for misinterpretation.

Recognizing and rewarding underperforming or dissatisfied employees can boost morale and motivation, encouraging them to improve their performance and engage more actively in their roles. It reinforces positive behavior and fosters a sense of value and appreciation within the organization, contributing to improved retention rates.

If they were hired for a reason, there should be a reason to retain them. You can influence a person's life for the better by providing growth opportunities, listening and understanding their needs.

Here are some examples of creating development opportunities: - Encourage participation in industry conferences or seminars. This can not only broaden their knowledge but also enhance a sense of belonging to a professional community. - Set up mentorship programs or assign challenging projects. It can give them a refreshed sense of purpose. - Have open and regular conversations about their career aspirations and how the organization can support them.

By offering targeted growth paths aligned with individual aspirations, you demonstrate a commitment to their professional advancement. This not only enhances employee engagement but also cultivates a culture of continuous learning and improvement, contributing to long-term retention and organizational success.

Leverage development opportunities by first understanding their unique challenges and career aspirations. Create tailored development plans that address skill gaps and align with their interests and goals. It could include offering targeted training, mentorship programs, and/or opportunities for meaningful projects that can reignite their engagement and sense of purpose. Regularly monitor their progress - give constructive feedback and celebrate improvements. Through investing in their growth & showing genuine commitment to their success, you can boost their performance, job satisfaction, and loyalty to the organization.

Manage employee expectations: If an employee's expectations for his job are not met, he may not perform at a high level. They can have specific demands for compensation, career advancement, employer ethics and values, job security, etc. You need to find out what an underperforming employee expected from their job and organization. It is realistic that there will be a mismatch between what they expect and what you can offer or do for them. This is a great time to discuss whether they can moderate their expectations.

Research shows that flexibility continues to be what matters most to employees, i.e. the ability to work where you want and when you want. Employees recognize that while monetary compensation is important, time is also money.

Ensure regular reviews and follow-ups: It's likely that poor performance will take more than one conversation to resolve, and you should give the employee a reasonable amount of time to improve. Schedule daily or weekly meetings to review employee progress on the action plan and encourage further growth. Give employees plenty of opportunities to explain how their work ethic is developing and what is still challenging for them.

Offering flexible schedules, encouraging time management, setting communication boundaries and promoting a culture that values personal time and well-being.

In today's dynamic workplace, prioritizing work-life balance and well-being is paramount for retaining underperforming or dissatisfied employees. Implementing flexible schedules, remote work options, and wellness initiatives not only fosters a supportive environment but also demonstrates a commitment to employee welfare. By acknowledging and accommodating their personal needs, organizations can foster loyalty and satisfaction, ultimately bolstering retention and productivity.

Consider conducting regular employee surveys to gather feedback, providing wellness programs and promoting efficient work processes to further enhance work-life balance

It's crucial to create space for the employee to speak openly about their challenges. It's easy to make an assumption about a particular event, task or response based on your own experiences as leaders. However, as we have multiple generations & diverse cultures in our organisations, we risk misinterpreting both what we've communicated and what an employee's expectations could be. Take time to fully understand the employee and establish clarity on both sides.

There are real negative consequences to getting this wrong. Often team members have a better sense of what is really going on with their co-workers then their supervisors or HR and while we may meet, coach, and provide these stated opportunities, colleagues of an individual who is disengaged or worse actively disengaged may end up see this as inaction or unnecessary action when the path should be to remove the negative influencer from the environment.

Another thing to consider is expectation management. If talents/employees are presented with promises or sales pitches that give them false expectations of the company whenever they are in the hiring phase, they will eventually grow more and more resentful if those expectations aren't met. By accurately communicating what support will be offered to them in advance, you will help mitigate any dissatisfaction.

I think we should differentiate between underperforming and dissatisfied and set clear enough reason on why we should retain them. Different causes will need different actions, though both the causes will involve coaching and constructive feedback. Addressing the causes and communicating to the employees will also need effort so that the situation can be conducive enough to the employee.