Have you ever hired someone and felt you made the wrong choice? Or is your employee not doing well at his/her job? Perhaps you are wondering what exactly you need to do with this employee.
No need to worry your head over something you can have a solution to. Here are awesome ways you can deal with non-performing employees at the workplace.
Notify Them Your Observations
Once you identify non-performing employees, the first step is to call for a meeting and inform them of how their performance is not helping the growth of the business. It could be they lack proper training, motivation or have no idea of their responsibilities. This will prompt the employee to be much aware of their inputs as well as the results they are producing at the end of the day. This also gives the employee an opportunity to voice out any challenge being faced as far as performance is of relevance to the business.
As a recruiter, HR Manager or employer, you know best the expectations of every role and its relevance to the business. Since an employee either makes or breaks a business be prepared to offer them the requisite training that will enable them to execute their task as expected. Sometimes we may have great people who may be willing to do the work but unfortunately may lack the requisite skills needed for the job. Such people need training. Providing training and building their capacity will help boost their confidence at work and improve their performance in the long run. Training could be in the following forms:
- On-the-job learning/ training
- Mentoring schemes
- Individual study
Assist Them To Create Performance Goals
A lot of high performing employees say setting goals allows them to quantitatively measure and improve performance, although it can be challenging. When an employee is identified as a non-performer it could be they are overwhelmed by their OKRs and this can hinder their creativity and ability to perform at work because their goals seem to be unrealistic in their sight. As a manager or an employer, it will be of great value if you sit down with the employee and define goals and set clear standards for employees. Remember to make sure the goals are SMART. In the end, these questions should help take the next step towards improving performance:
- What can we do together to ensure performance is improved?
- What and how can other team members contribute to your performance?
Deal with Non-performance Right at Recruitment
Talent sourcing is key when filling up a vacant role. Using the right channels and assessments tools like the Jobberman skills assessments is a great way of making the best hiring decisions. The skills assessments test saves you the time and money of retraining and replacing a bad hire.
The Jobberman skills assessments tests allow you to choose from a selection of assessments that match your job listing based on the desired experience level required for the job. All interested applicants are therefore required to complete the assessment when applying for the job.
All test results are presented to you in the employer ATS where you can objectively compare candidate results to know who has the skills and is competent enough to do the job.
Never compromise on quality, request a demo today to learn more about the Jobberman skills assessments tests.