4 Steps Action Plan For Non-Performing Employees

Employees’ performance means a lot to a business. In fact, employees run any business. If employees are not working efficiently, it will result in a considerable loss or business failure.

That’s why managers and business owners focus a lot on employee performance.

There are tons of issues while managing employees:

As we have already discussed handling difficult or disobedient employees, now let’s see how to prepare an action plan for non-performing employees.

Non-performing employees are different from bad employees. Sometimes your good employees also don’t perform well due to some reasons. That’s why it’s completely different from managing terrible employees.

To make non-performing employees productive, there is an action plan where you help employees be more efficient and give better results.

The action plan is a complete performance improvement plan (PIP), where you monitor how they are doing, and what’s hindering them not performing well, deliver your expectations, monitor their work, and make them productive for the business.

Let’s get started.

Document the performance

The first step of the action plan is to document the performance.

While collecting evidence against underperforming, non-performing, or non-working employees, you make sure that the employees are not taking the business seriously.

Sometimes, especially in the sales department, things are pretty clear. If someone is not getting sales, he is not performing well, and it’s on the record.

Sometimes things become hard, you dig deep to see how employees are working. Why some customers are complaining about the bad behavior or why are some projects not delivered yet?

Now you have a clear picture of how things are going, and who is responsible in the team.

Find reasons behind non-performance

A manager must find the root cause behind non-performance. Every employee is an asset to a company. Companies invest their time, resources, and energies in the employees to train them, and make them skillful and useful. You should not fire an employee without putting all your energy into it.

If you are not doing it, you are also a non-performing employee in your company.

When finding the root cause, the best way is through face-to-face meetings.

When you ask people politely and gently, employees would never keep anything secret unless it’s highly secretive.

Many times the causes behind non-performance are very simple and could be handled easily.

Here are some of the top reasons you must already know. Let’s refresh your memories.

  • Guidance: In many cases, employees don’t know what exactly a manager or a leader wants them to do. Some managers call the meetings, tell them to do this work, and that’s it. This is not an appropriate way to convey your expectations. You should deliver what you want them to do and how to do it.
  • Lack of skill: In some cases, people don’t perform well because they don’t have the right skills. Let’s say you are offering a project to an employee who does not know the software involved in work. You might expect that he will use YouTube or ask an employee for help, but this might not work. He needs the training to do the work efficiently.
  • Toxic environment: There are many reasons behind a toxic culture of a company. Sometimes, bad employees ruin good employees, sometimes, managers do the job. Whoever the reason is, if you don’t control your company environment, you can’t make people productive and efficient.
  • Domestic issues: In a few cases, some employees face domestic issues. Although professional life and personal life should be kept apart but being human it’s hard to control feelings.
  • They don’t know the significance: Purpose leads us to success. Some employees don’t know why the task is important. What it means to a company or an organization.

Once you will speak to the employees, you will get a clear picture what’s the reason.

When you are clear about what’s hindering an employee from doing his job well, you can easily make a performance improvement plan accordingly.

Let’s say someone is having trouble with using some apps, you can arrange appropriate training, and similarly, you can find solutions to other issues.

Prepare a performance improvement plan

In professional life, documents speak. If you are not documenting things, you are missing a big power. Employees know well what a document can do in their careers. That’s why they take documented things very seriously.

Here is how to prepare your performance improvement plan. You can call it the FFRT plan.

  • In the first step, you should mention how things are going for a while. Let’s say an employee is not completing a task on time, an employee is not achieving targets, or there were some other irregularities. It’s called feedback.
  • The next step is feedforward. In this step, you should mention what are your findings. How things could be improved and what are the key areas where employees should focus? Let’s say an employee needs to improve his communication skills to satisfy the customers.
  • In this step, you mention which resources he is allowed to use. For instance, if he lacks a skill, which program or training you are offering, and how to avail that opportunity?
  • In this next step, you mention the time frame. How much time the employee has to get the required skills/training/guidance to improve performance?

You should call the employee once again. Document the meeting with attendance. Now deliver the true essence of the meeting in a very polite and gentle way. Also, tell him verbally what the could be consequences if he fails to do the job well.

Here is the golden rule.

Rather than telling them what he has been doing earlier, you should only discuss how he can improve things, and which tools and tactics the employees should use. Also mention how long it will take to deliver the work.

You should tell things from your experience and make him realize that you are sincere with the employee and you want him to do it. It’s easy to do it, and he can do it.

Monitor with follow-ups

If you are not monitoring your employees appropriately, you can’t get the best results.

For instance, if you don’t have a follow-up process, it means you are relying on everyone’s instinct. Maybe, an employee is habitual of procrastination, he keeps pushing things, you can’t rely on such employees.

So to make sure things are working fine, you should monitor and see how employees are performing.

It will make the employees more responsible and also make you realize how your action plan for non-performing employees is working.

This was a 4 steps action plan for non-performing employees where you improve their performance and make them productive by means.

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