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The overall productivity of any business will be dependent upon the collective performance of its employees. In a team with seven members, if one person is not able to carry their weight and consistently relies on the others for help and support, it will slow down the entire team, not to mention lead to frustration in other team members when they have to do more than their own work.
The diagram below shows the spread out of employees in a typical work setting and the use of the bell curve in performance appraisals.
(Source:Empxtrack | Bell Curve for Performance Appraisals)
If you have low performance employees in your workforce, here are a few tips on how you can boost their performance and help them do what’s best for your business and their career at the same time.
Even though in today’s workplace it is expected that all employees go beyond their duties to carry out what is expected of them, it is best to always provide them with some kind of job description so that they are aware of the responsibilities that they must meet. This job description is how you can set work goals for employees and it should also be the very first step in your appraisal process. You should also try to meet up regularly with your teams to see how they are progressing. If you want to know more about how you can write a good job description, here are some dos and don’ts that you must follow.
Have you tried looking into whether your low performance employees are facing challenges at work?
If not, you should.
It is completely possible that a particular employee is unable to perform optimally due to a lack of knowledge or skills or even missing the tools that they need. If so, your first approach should be to give them what they lack. This video can help you see what you can do to help your team.
If you want your employees to do well, you will have to do well in giving them the right setting for this too. If the working conditions are less than optimal, you cannot expect everybody to perform at optimal capacity. These are some of the focus points that you need to consider;
(Source:Eden Springs | The ideal work schedule timeline: when are you most productive?)
When you try to calculate the level of performance of an employee it is not realistic to expect something that keeps on increasing throughout the day or stays constant. Get the correct figures and then address an employee if they are on low performance by the data received.
Stop promoting the wrong employee. It’s as simple as that! Recognize those that do well and then reward them so they will do better. Recognize when a low performance employee does well and reward them so that they will continue to perform well. A little appreciation goes a long way to stop demotivation.
Finally, you also need to think about training and development. This applies to all your employees including the human resource team. They are in charge of managing the performance of employees most of the time so look for trainings that can help them do better and keep the motivation among employees going.
That’s actually the biggest question most employers face. How do you find a good training platform and how do you know that the program is effective right?
We can help you out there!
1Training is one of UK’s leading online education providers who offer accredited hr courses online for free in the UK for corporates! We also have everything from human resources courses for beginners to advanced levels based on your needs. If you are looking for hr courses in London, 1Training is your best choice with industry experts conducting programs, all day support for learners and a host of other great benefits.
Choose from our programs and start on empowering your workforce today.
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Do you think our blog helps you deal with low productivity? Tell us your thoughts. Drop us an email to firstname.lastname@example.org if you want to know more about what we have in store for you.