November 8, 2018

 

Employee performance can be a tough code to crack. Communication styles vary, personality types may not always jive, and the measurables for performance can vary.

As the employer your goal is to keep employees engaged, productive, and performing. Here are a few tips to do just that.

REVIEWS
At Gerber we gauge employee performance based on our company values. If a team member does not perform based on our values the employee is either coached up –led through an improvement plan to get that employee’s performance up to standard – or coached out – figuring out a transition plan for the employee’s exit plan from the company.

THE RED FLAGS
In terms of underperformance there can be times when missed deadlines, repetitive errors or underwhelming enthusiasm in their day to day role can simply be a case of miscommunication, lack of proper guidance, or too much on their plate. While there are multiple tools you can utilize to evaluate performance, we recommend going back to the basics and applying some good old communication.

ROUTINE COMMUNICATIONS
Routine conversations, even quick ones, can go a long way. There are times when an employee issue can be unrelated to their daily work altogether. When is the last time you touched base with your employees to catch up on their personal life? You’d be surprised how many work-related issues can be stemmed from outside the office walls.

Perhaps things at home are chaotic, leaving your employee overwhelmed and compromising their ability to perform properly. Maybe they’ve outgrown their role and are unhappy with their day to day routine, or maybe they are lacking the proper resources they need to exceed.

While it is your responsibility as the employer to encourage these types of open conversations, challenge your employee to suggest solutions or provide a plan to get back on track. If an employee expresses a lack of resources, encourage them to bring a suggested efficiency to a follow up meeting so you can talk through a potential solve.

Staying in touch and knowing how your employee truly feels can save both of you from a potential falling out or a spiraling issue creating a problem that could have been avoided.

What are some methods you use to keep in touch with your employees? Share with us!