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10 Things A Smart Leader Does To Deal With Non-Performing Employees

10 Things A Smart Leader Does To Deal With Non-Performing Employees

One of the most difficult parts of leadership is dealing with non-performing people. You have to do the difficult, painful work of discussing an employee’s shortcomings and then figuring out how to fix them.

Here are ten things a smart leader will not neglect when handling a non-performing employee.

1. They assess the long-term work habits of the employee.

There’s a big difference between an employee who consistently does not meet performance standards, and a good employee who has hit a slump. A good leader will be sure to look at each employee, and each employee’s situation, individually.

Use metrics, past reports, and work performance history, plus your own personal experience with the employee, to determine if you’re dealing with a consistent non-performer or with a stressful, unfocused, or overloaded time that is keeping a good, performing employee from doing well.

2. They listen first and talk later.

A good leader doesn’t assume that he or she knows the underlying causes of the non-performance. It’s time to call a meeting and listen. You may think you know the cause or frustration or bad habits, but until you hear it from your employee, you really can’t be sure.

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Sit down with your employee and ask how work is going. Ask for frustrations. Ask about problems. Ask about progress. Find out if your employee is aware of the performance issues or not.

3. They share specific problems and examples.

A smart leader knows that generic feedback is only going to frustrate and confuse a non-performing employee. Chances are that your non-performer is already overwhelmed and unsure of how to improve. Simply throwing out feedback like, “You really need to do better,” or, “Let’s make sure this next quarter is better than the last,” does not provide any specific, practical steps for your employee to take.

Instead, share specific ways that you want your employee to change and improve. Provide hard numbers for specific areas of responsibility so that your employee knows exactly what you are looking for and whether he or she is close to the goal.

4. They keep track of progress.

A smart leader knows that a single meeting or talk is not going to be enough to change old habits. If your employee has a long-term tendency to not live up to standards, it’s going to take time and ongoing help to change those habits.

In order to provide the right kind of help, you need to know what progress your employee is making and where he or she is still falling short. Keep track of the numbers and the performances in the specific areas you’ve given the employee to work on. The ones that are still below standards will show you where you need to step in and provide further help and instruction.

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5. They encourage.

Encouragement is important, especially when an employee is working hard to overcome old, bad habits or a stressful situation or particularly heavy workload. As you keep track of the progress your employee is making – or not making – look for areas where you can provide encouragement.

Encouragement is different than praise. Praise is a positive response to something already done or completed: “Great job on that report!” Encouragement is a positive response to something being done, something in progress: “You’re making good progress and I know that report is going to be great.”

6. They deal with the employee’s concerns.

A smart leader does not ignore the issues that an employee brings up. Instead, a good leader will examine the issues and determine what needs to be fixed or changed.

In your initial meeting with your non-performing employee, what were the problems, frustrations, or issues that he or she mentioned? Don’t blow them off as rantings of a lazy employee. Spend some time checking into things, and find out if the problems are real and how they can be solved.

7. They follow up regularly.

A good leader does not leave a troubled employee alone to figure out what should happen next. Since your employee is struggling, a regular check-in to talk about problems and progress is important.

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Your employee needs to know that you’re there to help and you’re also not going to forget and let them slide back into old habits. A regular follow-up meeting will allow you to give encouragement, to let your employee know you’re dealing with problems and issues, and to talk about how to keep improving in areas where progress is lacking.

8. They motivate.

A smart leader knows that sometimes self-motivation just isn’t possible. If your employee is dealing with personal issues, or feels overwhelmed by what is required of him or her, you need to help provide some motivation.

What does your employee care about? Is it money? More vacation days? More flexibility? Peer recognition? The opportunity to work on more intriguing projects? Find out what really gets your employee excited, and then help him or her see how improving performance can allow those things to happen. Sometimes we all need a dangling carrot to help us keep going forward.

9. They bring in training and resources.

A good leader will not leave an untrained or lacking employee alone to figure it out. Doing so will not only delay the performance you need, but will also frustrate and discourage your employee.

Sometimes you have great people who are willing to do the work, but simply are not equipped to do it. If there is training that needs to happen, schedule a time and place and qualified person to make it happen. If there are missing resources, or too few resources, do what you can to bring in more so that there are adequate supplies, tools, and knowledge for the job to be done.

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10. They know when to end it.

A smart leader does not avoid the inevitable. If you have worked with your employee, provided what is needed, dealt with the issues, and given good, specific feedback and follow-up, what’s left? If the employee is still not willing or able to perform, it might be time to end the working relationship.

It’s never fun to let someone go from a job, but if your employee is not fitted or interested in doing the work, you’re doing no one a favor by extending the employment. Free your employee – and yourself – to move on and make progress, even if that means parting ways.

Featured photo credit: Open Box via flickr.com

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Last Updated on October 16, 2019

How to Bounce Back Gracefully After Getting Fired

How to Bounce Back Gracefully After Getting Fired

Whether you saw it coming or not, getting fired is a real shock and its impact is daunting. What did you do wrong? What are you supposed to do next? When will you stop feeling so angry?

But there are ways to deal with a layoff.

The most important thing is to remain calm and see it as an opportunity to reflect, change and improve. This is a great time to consider what happened, look again at your needs and desires and start afresh on a stronger, more constructive basis.

Let’s take a look at how you can bounce back gracefully after getting fired.

1. Deal with the Shock of Getting Fired

To lose your job is to lose your identity as a worker and as a person. Debbie Mandel, author of Addicted to Stress, states that 7 out of 10 of us define ourselves by our job titles, since work is where we spend the majority of our time and energy.

Being laid off affronts your sense of self-worth—it implies that you simply are not good enough. It’s no wonder you feel confused and emotional.

The first thing, then, is to take some time to digest what happened and deal with the overflow of sensations. People who quickly recover from the pain of a job loss tend to do two things very well:

First, they accept their feelings of sadness, anger, fear and shame as a part of the natural healing process.

Second, they do their complaining to a friend.

Never call out your boss in the office or on social media. It’s a bad form to speak ill of the company you work for. Stay stylish, and your employer will speak better of you when you need a reference.

2. Stay Away from the Drama Queens

Mass layoffs are, unfortunately, very common. If this is your situation, then you may be surrounded by a lot of angry people, ruminating and lamenting their fate.

“It’s not fair!” they say. “After everything we did for this company! We don’t deserve this!”

You’ve lost your job and that’s tough. But please resist the urge to join in the negativity. Positivity is by far the most important attitude to apply right now. If staying upbeat means you have to limit your exposure to the Negative Nellies, then that’s what you have to do.

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Remember, life is not harder for you than it is for other people on this planet. You live in a democracy, you have freedom of choice and you enjoy a certain material abundance.

Stay positive and focus on what’s going well in your life and the exciting future opportunities available to you. Getting fired is only a temporary setback.

Staying positing could be challenging in a difficult situation, so these tips can help:

10 Questions To Ask Yourself To Stay Positive When Facing Difficulties

3. Take a Break and Let the Dust Settle

Instead of running straight into another job that may not be the right one either, take a short break to recover from the job loss. You need a week or two to de-stress and meditate on the next step.

Be attentive to your need for self-care during this interlude. Everything goes so fast these days that we often do not stop to think or give ourselves the permission to do a little mourning.

Getting fired is a big shock: you need time to refocus and take stock of the new reality. Do not make things harder for yourself!

What you need is to pause a while and do some self reflection:

How Self-Reflection Gives You a Happier and More Successful Life

4. Be Anchored in the Present

Since you no longer have a hold on the past, but have not yet designed your future, try to build yourself up with the present. What do we mean by that?

We mean that right now is the only time you have any control over. Focus on that instead of losing yourself in memories or reliving the awful day you got fired over and over in your head.

Get up at 7 a.m. each day, whatever happens. The body needs rhythm and habits. You will feel much more energized if you keep a consistent routine. Maintain a healthy lifestyle, revisit your budget, play sports, volunteer. Take care of the practical stuff like claiming unemployment. Enjoy the small pleasures of everyday life.

When you’re busy, there’s no room for the inner critic to raise up and derail you. Keep active, and you will gain more of the precious energy you need so much to move forward.

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Try these things to help you live in the moment:

34 Ways To Live in the Moment And Grow in the Moment

5. Understand the “Why”

There are lots of reasons why people are fired. Sometimes the mistake is yours and it’s embarrassing to admit you backed yourself into this corner.

Other times, it’s not your fault. Businesses change direction all the time—maybe yours is going through a major transition or merger and your job is disappearing.

Either way, to give the situation some closure, you need to understand why you were dismissed. What slipped? What could you have done differently? Was your boss really out to get you or did you do something to put your job in jeopardy?

Be honest with yourself. It’s not easy to admit that you might have dropped the ball but it’s the only way to turn the situation into a learning experience. Ask yourself:

What skills do you need to improve?

Is there training you can access, or learning you can do?

In the end, did this job suit you that much? Were you happy there?

Reflecting on these questions can help you put things into perspective. What lessons can you learn to avoid reproducing the same pattern in your next job?

6. Find out If You Were the Right Fit

Hiring decisions ultimately come down to personality. You can study for an interview all you like, but every candidate who is chosen for interview has the right credentials for the job.

The final decision comes down to personality. Who does the recruiter like the best? Who is a better fit for the company culture? That’s the person who strikes it lucky.

Firing decisions are based on personality, too. Slacking off, insubordination and playing fast and loose with the company rules—these are the official reasons why people are getting fired.

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But all of these reasons boil down to one thing: personality. Specifically, they signal a personality clash between an employee and a manager, or an employee’s fit with the company’s culture.

Here’s an example:

Suppose you were fired for “not being a team player.” Some people, namely introverts, lose energy when they are surrounded by other people and gain energy when they are on their own. Forcing an introvert to continuously work on a busy, noisy team without any solitary rest periods means the job is a mission impossible. This employee will never perform at her best.

Or how about the time the Kansas City Star newspaper fired Walt Disney for a perceived lack of imagination? Talk about a clash of personalities![1]

Getting fired can be a signal to turn inward and do some self-reflection so you can better understand your personality and how it might fit in with corporate culture.

In particular, personality assessments based on Isabel Briggs Myers’ sixteen personality types can help you to understand your own work style and how you can find a job and workplace that better match who you truly are.

In many cases, it is totally liberating to realize that all the crap you had to deal with was just down to a clash of work styles and not something you did wrong!

7. Rediscover Your Strengths and Talents

A personality test can also give you clear insights into your strengths, weaknesses, motivations and work potential. Do you have leadership abilities? How do you communicate and manage conflict? What benefits do you add to an organization?

Identifying your working style should be your top priority right now, otherwise you risk accepting a new position that has all the same problems as before. The last thing you want is to reproduce the same old dramas the next time around.

When you become aware of your potential, you will have the confidence to search and find the type of work you love.

For example, getting fired from your banking job may have knocked you sideways. But you have some stellar home decorating skills, and a personality test shows that you are curious, flexible, rational and resilient—all the traits of successful entrepreneurs. Maybe this dismissal is an opportunity to launch the business you’ve always dreamed of but never dared to admit to yourself?

By considering all your special skills and talents, you increase your chances of finding a job you would really enjoy, and not just the one you can do.

8. Get the Word Out

At this point, you should be ready to take action and move forward with your job search. Let’s not sugarcoat the situation: getting a new job is tough. It helps to have a clear idea of the direction you want to go in, a list of all your crossover skills and a freshly polished resume.

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Look around for inspiration. Talk to recruiters in your sector to establish what they consider to be your most valuable skills. Use all the resources at your disposal: job search agencies, headhunters, work coaches, careers websites and so on. These resources can help you match your qualifications to the job requirements and ensure you have the right keywords on your resume.

Don’t hold back on marshaling your networks. Put friends and family to work to pop up leads, and don’t be afraid to ask for referrals. Sometimes the simple act of getting the word out to the people who know you is the surest way to find work fast.

9. Anticipate Questions and Know How to Answer Them

Even if it wasn’t your fault, getting fired can hurt you if you don’t know how to explain why you were let go. You have to be honest here and tell recruiters the truth. Even if a would-be employer does not specifically ask why you left your previous job, it is better to clarify the situation upfront before it comes out in your references.

The best approach is to take your share of responsibility and show that you want to go forward and that you understand the lesson.

For example, suppose you got fired for asking the difficult questions that no one wanted to answer and your candidness set people on edge. Acknowledge that some people perceive your communication style as abrupt and explain how you’re taking steps to increase your diplomacy skills.

A recruiter can be seduced by someone who knows how to evolve and who shows a great energy for personal development.

10. Adapt and Persist

Throughout this journey, you inevitably will go through moments of self-doubt and disappointment. There are undulations in every road, and these are the normal steps for regaining self-confidence after getting fired.

Stay tough! Don’t conclude that your future is hopeless just because the dream job doesn’t land straightaway. You open a positive path when you maintain focus. Have the confidence to know that the perfect job for you is out there.

Remember, you are not alone. Many people walked this road and they would urge you to keep the momentum. Stay open-minded and go where the opportunities take you: it will bring you closer to the job you really want.

Coming Out on Top

While getting fired isn’t the ideal situation, it isn’t the end of the world either. Even if feels like a doozy right now, you will get through it and emerge happier on the other side.

Be clear on what you want, have courage and believe in yourself. In the end, you may decide that getting fired was the best thing that ever happened to you. It can be the catalyst for a powerful, career-fulfilling change.

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Featured photo credit: Jesus Kiteque via unsplash.com

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