What do you do if your employees are not meeting performance expectations?

Begin by examining the reasons behind the performance issue. For instance, if Raj, a sales executive, is consistently missing his sales targets, examine aspects such as his sales approach, client feedback, and market dynamics. Conduct performance reviews, gather insights from Raj's team members or clients, and analyze Raj's sales performance reports to assess the situation comprehensively, so that the approach can be tailor-made, listening to him can be a game changer. Whether there is a personal issue or lack of skill, does he need support in learning something he is missing out on or something that is on his mind?

Set Clear Expectations:During onboarding and regular reviews, I outline specific, measurable goals for each team member, ensuring they understand what is expected in their role. Offer constructive feedback regularly, not just during annual reviews. Frequent feedback can guide employees back on track before issues escalate. Identify the Root Causes: When I notice a drop in performance, I schedule a meeting to ask open-ended questions that help me understand any underlying issues. Offer Training and Development Opportunities Implement a Performance Improvement Plan (PIP): I work together with the employee to create a PIP that includes specific benchmarks for improvement and regular check-ins Mix of informal recognition and formal rewards

Get on the same page as the staff to understand why they are underperforming. Perhaps they don't understand the task or have a personal issue. Allow your staff space for human experiences, but be firm in expressing the importance of their tasks being completed and done well.

By encouraging feedback and taking a collaborative approach to addressing performance issues, you demonstrate a commitment to employee development and create a positive environment focused on growth and improvement. Effective feedback conversations can lead to increased motivation, enhanced performance, and stronger relationships between employees and management. Show empathy and support throughout the improvement process. Recognize that everyone faces challenges and that improvement takes time and effort. Encourage a growth mindset and emphasize continuous learning. Collaboratively establish clear goals and action plans for improvement. Ensure that these goals are specific, measurable, achievable, relevant, and time-bound (SMART).

Clear communication lays the foundation for expectation setting. Define performance standards aligned with company goals, ensuring employees grasp their roles and improvement timelines. Clarity reduces confusion, establishes benchmarks, and facilitates progress measurement. Tailoring expectations to individual capabilities fosters realistic goals, enhancing overall effectiveness and morale.

After understanding the underlying issues, set clear performance expectations for Raj. For example, define a target for Raj to achieve a certain number of sales leads per week or increase his conversion rate by a specific percentage. Communicate these expectations to Raj in a supportive manner, outlining the desired outcomes and the steps he can take to meet these expectations. Recheck if he has understood the line of expectations and, if is there any support or extra input he would need to achieve the goal.

Supporting employees' growth through training, mentorship, and resources fosters a culture of continuous learning. Encourage seeking help as a path to growth, not weakness. Investing in development shows commitment to their success, motivating them to excel.

Offering the necessary support and resources to help will improve the performance. This could involve providing additional sales training sessions, pairing with a mentor experienced in sales strategies, granting access to sales tools and software, or offering coaching on effective client engagement techniques. Enrolling in a skill-based training workshop focused on the project can be helpful, this is the best investment for the development of your people that'll be highly beneficial for you and your organization. And of course, that little nudge and quick checks will be great motivators.

Create ways to track staff's progress that doesn't entail "looking over their shoulder's". Asana is a great app that I use to stay organized and assign tasks with deadlines to staff. It informs me via email when things are completed or past due. I believe in rewards, so I look to reward people who work well and are adaptable.