Answer to Question #216068 in Management for Febz Units

Question

One of the sales consultants at Ebhayi furniture store is performing very poorly. She arrives late for work and phones in sick at least once a month. She is also rude to customers and doesn't mix well with the other staff. The owner has asked you to deal with it. Discuss how you will handle this staff member.

Answer 1

·        Be explicit with the information you have. It is critical to challenge your personnel about their individual performance. However, to persuade them of their lack of interest, it is also necessary to have a consistent track record. For example, if an employee has been routinely late for a period of time, provide precise information about the frequency and severity of the absences. Make sure you don't overstate your words or use harsh language to lower the employee's self-esteem. Just be straightforward and precise. Reiterate the rules if necessary.

·        Think about your employees' requirements. Poor performance is not necessarily due to a lack of concern on the part of the employee. There could be various legitimate causes for poor performance, and they may differ from person to person. The first step is to figure out why they are doing it and determine whether or not they are sincere. Even if they are not, keep it a secret from the other individual. Concentrate on their worries and respond with appropriate solutions.

·        Pay attention to the feedback. Everyone responds to criticism in their own unique way. Although it is always best to be upfront and clear in your communication, there are several tactics you may use to communicate your feedback more successfully. If your employee is having trouble achieving their objectives, collaborate with them and provide all required assistance to help them succeed.

·        Utilize performance-enhancing technology. When dealing with existing employees who aren't performing as expected, it is a good idea to provide them retraining (and or coaching) and other tools to assist them better. For example, you may pair an underperforming employee with a mentor or provide them with a manual with processes to follow.

·        Provide incentives and acknowledgment. When you observe your staff performing poorly, it is always best to use a carrot and stick method to get them to improve quickly and consistently. It is a mix of incentives and punishments that you can use to motivate the top and worst performers weekly or monthly. Since the dawn of time, this has shown to be one of the most effective approaches to counteract bad performance in businesses of all sizes.