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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 April 6, 2020

How to Make a Career Change at 50 for Great Opportunities

How to Make a Career Change at 50 for Great Opportunities

Turning 50 is a milestone in anyone’s life, after all you are half way to 100! But seriously, turning 50 is often a time in life when people can sit back and take a look at where they’ve been and contemplate what the future holds.

Can you change careers at 50? It’s not uncommon for people in their 50’s to consider a career change, after all if you’ve spent 20 to 30 years in a career, chances are that some of the bloom is off the rose.

Often, when we are starting out in our 20’s, we choose a career path based on factors that are no longer relevant to us in our 50’s. Things like our parents’ expectations, a fast paced exciting lifestyle or the lure of making a lot of money can all be motivating factors in our 20’s.

But in our 50’s, those have given way to other priorities. Things like the desire to spend more time with family and friends, a slower paced less stressful lifestyle, the need to care for a sick spouse or elderly parents can all contribute to wanting a career change in your 50’s.

Just like any big life changing event, changing careers is scary. The good news is that just like most things we are scared of, the fear is mostly in our own head.

Understanding how to go about a career change at 50 and what you can expect should help reduce the anxiety and fear of the unknown.

What are Your Goals for a Career Change?

As in any endeavor, having properly defined goals will help you to determine the best path to take.

What are you looking for in a new career? Choosing a slower less stressful position that gives you more time with family and friends may sound ideal, but you’ll often find that you’re giving up some income and job satisfaction in the process.

Conversely, if your goal is to quit a job that is sucking the life from your soul to pursue a lifelong passion. You might be trading quality time with family and friends for job satisfaction.

Neither decision is wrong or bad, you just need to be aware of the potential pitfalls of any decision you make.

Types of Career Changes at 50+

There are four main types of career changes that people make in their 50’s. Each type has it’s unique set of challenges and will very in the degree of preparation required to make the change.

Industry Career Change

In this career change, a person remains in the same field but switches industries.

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With an industry change, a person takes their set of skills and applies them to an industry that they have no previous experience in.

An example would be a salesperson in the oil and gas industry becoming a salesperson for a media (advertising) company. They are taking their skill set (selling) and applying it to a different industry (media).

This type of career change is best accomplished by doing a lot of homework on the industry you want to get into as well as networking within the industry.

Functional Career Change

A functional career change would be a change of careers within the same industry.

For example, an accountant at a pharmaceutical company who changes careers to become a human resources manager. It may or may not be with the same company, but they remain within the pharmaceutical industry. In this case, they are leaving one set of skills behind (accounting) to develop a new set (human resource) within the same industry.

In a functional career change, new or additional training as well as certifications may be required in order to make the switch. If you are considering a functional career change, you can start by getting any training or certifications needed either online, through trade associations or at your local community college.

Double Career Change

This is the most challenging career change of all. A person doing a double career change is switching both a career and an industry.

An example of a double change would be an airline pilot quitting to pursue their dream of producing rock music. In that case, they are leaving both the aviation industry and a specific skill set (piloting) for a completely unrelated industry and career.

When considering a double career change, start preparing by getting any needed training or certifications first. Then you can get your foot in the door by taking an apprenticeship or part time job.

With a double change, it’s not uncommon to have to start out at the bottom as you are asking an employer to take a chance on someone without any experience or work history in the industry.

Entrepreneurial Career Change

Probably one of the most common career changes made by people in their 50’s is the entrepreneurial career change.

After 20 to 30 years of working for “Corporate America”, a lot of people become disillusioned with the monotony, politics and inefficiency of the corporate world. Many of us dream of having our own business and being our own boss.

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By this time in our life, we have saved some money and the financial pressures we had with young children have passed; so it’s a perfect time to spread our entrepreneurial wings.

Entrepreneurial career changes can be within the same industry and using your existing knowledge and contacts to start a similar business competing within the same industry. Or it can be completely unrelated to your former industry and based on personal interests, passions or hobbies.

A good example would be someone who played golf as a hobby starting an affiliate marketing website selling golf clubs. If you are considering an entrepreneurial career change, there are a lot of very good free resources available on the internet. Just be sure to do your homework.

Practical Tips on Making a Career Change at 50+

So you’ve decided to take the plunge and make a career switch in your 50’s. No matter what your reasons or what type of a career change you are embarking on, here are some helpful hints to make the transition easier:

1. Deal with the Fear

As stated earlier, any big life change comes with both fear and anxiety. Things never seem to go as smoothly as planned, you will always have bumps and roadblocks along the way. By recognizing this and even planning for it, you are less likely to let these issues derail your progress.

If you find yourself becoming discouraged by all of the stumbling blocks, there are always resources to help. Contacting a career coach is a good place to start, they can help you with an overall strategy for your career change as well as the interview and hiring process, resume writing / updating and more. Just Google “Career Coach” for your options.

I also recommend using the services of a professional counselor or therapist to help deal with the stress and anxiety of this major life event.

It’s always good to have an unbiased third party to help you work through the problems that inevitably arise.

2. Know Your “Why”

It’s important that you have a clear understanding of the “why” you are making this career change. Is it to have more free time, reduce stress, follow a passion or be your own boss?

Having a clear understanding of you personal “why” will influence every decision in this process. Knowing your “why” and keeping it in mind also serves as a motivator to help you reach your goals.

3. Be Realistic

Take an inventory of both your strengths and weaknesses. Are your organizational skills less than stellar? Then, becoming a wedding planner is probably not a good idea.

This is an area where having honest outside input can be really helpful. Most of us are not very good at accurately assessing our abilities. It’s a universal human trait to exaggerate our abilities while diminishing our weaknesses.

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Requesting honest feedback from friends and co-workers is a good place to start, but this is another area where a career coach can come in handy.

4. Consider an Ad-Vocation

Sometimes, making a career change all at once is just too big of a change. Issues like a severely reduced income, geography and lack of benefits can all be impediments to your career change. In those cases, you may want to start your new career as an ad-vocation.

An ad-vocation is a second or ad-on vocation in addition to your primary vocation. Things like a part-time job, consulting or even a side business can all be ad-vocations.

The benefit of having an ad-vocation is being able to build experience a reputation and contacts in the new field while maintaining all the benefits of your current job.

5. Update Your Skills

Whether it means acquiring new certifications or going back to school to get your cosmetology licence, having the right training is the foundation for a successful career change.

The great thing about changing careers now is that almost any training or certifications needed can be free or at very little cost online. Check with trade associations, industry websites and discussion groups for any requirements you may need.

Learn How to Cultivate Continuous Learning to Stay Competitive.

6. Start Re-Branding Yourself Now

Use the internet and social media to change the way you present yourself online.

Changing your LinkedIn profile is a good way to show prospective employers that you are serious about a career change.

Joining Facebook groups, trade associations and discussion boards as well as attending conventions is a great way to start building a network while you learn.

Here’re some Personal Branding Basics You Need to Know for Career Success.

7. Overhaul Your Resume

Most of us have heard the advice to update our resume every six months, and most of us promptly ignore that advice and only update our resume when we need it.

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When making a career change, updating is not enough; this calls for a complete overhaul of your resume. Chances are that your current resume was designed around your old career which may or may not apply to your new goals.

Crafting a new resume emphasizing your strengths for the new position your looking for is key. There are many places that will help you craft a resume online and it is a service included with most career coaching services.

8. Know Your Timeline

There are a lot of factors when it comes to how long it will take to make the career change.

Industry and Functional career changes tend to be the easiest to do and therefore can be accomplished in the shortest period of time. While the Double Career Change and the Entrepreneurial Career Change both require more effort and thus time.

There are also personal factors involved in the time it will take to switch careers.

Generally speaking the more you are willing to be flexible with both compensation and geography, the shorter time it will take to make the switch.

Final Thoughts

Changing careers at anytime can be stressful, but for those of us who are 50 or above, it can seem to be an overwhelming task fraught with pitfalls and self doubt.

Prospective employers know the benefits that come with more mature employees. Things like a wealth of experience, a proven work history and deeper understanding of corporate culture are all things that older workers bring to the table.

And while the younger generation may possess better computer or technical skills than us, if you’re willing to learn, there are a ton of free or nearly free resources available to you.

Deciding on a career change at 50 is a great way to experience life on your own terms.

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Featured photo credit: rawpixel via unsplash.com

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