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When employee problems occur, it is often where people have worked for a long time. The employees themselves are sometimes unaware of any problems but when change happens, such as a when a new manager takes over and has high expectations the problems can be extremely difficult to resolve. The only way forward is to have performance standards as well measurable goals for all staff in place to evaluate each individual’s real performance.

As a consultant, I have been brought in to revive the workforce positively and to eliminate any negativity, so that the entire team can move forward with enthusiasm.

We create standards, or gaugeable measures for a specific job, not for an employee. With that explained, they realize that it is not personal issue and are then more likely to be motivated into doing the job to the best of their ability although one of the things I have found is there are a lot of good people in the wrong job. So how do you measure what needs to be done? It could be calls answered at a call center or sales goals being met. Once we have those values we present them to the staff in either meeting form or one on one. If any training is required, it is scheduled.

We then action everything and if it is found an employee is doing less than the minimum then a meeting is arranged. During this meeting, and in an encouraging manner, the facts are presented. For example, you can say that each member of the team is on average taking 110 orders per day, but their productivity is below 85. In what way do you think you can increase your output? Alternatively, is there some way in which we can work together to meet the target?

Usually people do not want to let the team down and will say they did not realize that they had not been as productive and will try harder. If you respond positively and follow up on a regular basis the employee will understand what is required of them. Once they realize what is needed on a daily basis often the employee will attain those goals. You can assist by giving them some responsibility to track their progress by monitoring themselves and record their progress daily this way they can report to the manager.

Sometimes an employee will disagree with you and say that the goals are not realistic, reasonable, or even possible. In this case you will have to deal with the employee differently, which may mean issuing a written warning with a plan to terminate employment if performance and attitude does not improve within a designated time.

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