Managing and Turning Around Underperforming Employees

Why is this course important?

Nothing is more debilitating or stressful than for a manager, team leader, or supervisor to manage an employee who is underperforming or causing problems within their team. Whether it is someone constantly turning up late, a team member not getting their work done on time, or a colleague with a bad attitude, knowing how to turn that person’s behaviour and performance around is critical for the employee, the team and of course, you! The good news is that you don't have to avoid having important performance conversations.

The Managing and Turning Around Underperforming Employees session will show you a proven performance management framework, so you can have meaningful conversations to help turn around employee underperformance.

This practical training will teach you what to say and the right questions to ask so that the underperforming employee has the best chance of turning their performance around and staying on track.

Course Objectives

This course will increase your ability to:

• Realise that poor or underperformance affects everyone in your team, not just the employee in question.
• Understand that there are only four main reasons for all underperformance issues.
• Know how to approach a team member who is underperforming.
• Be confident when you approach a team member about their behaviour or performance.
• Know what to say and what not to say during an informal or formal performance management conversation.
• Help turn around underperformance.

Just Some of What You Will Learn

• Identify the four main reasons for underperformance.
• How you might be passively enabling underperformance and how to fix it.
• Why an employee’s probation period is critical when 'onboarding' them.
• How to start a conversation about an employee's underperformance.
• How to make your team members open up about what’s really going on.
• How to have a two-way discussion with them and not just an evaluation.
• Setting forward-focused goals.
• How to follow up and help a team member feel supported.
• What to do if their performance doesn't change or gets worse.