Yes, you’re going to have underperforming employees. But that’s OK!

Hey Lovelies!

So at some point in a managers time overseeing employees they will be in a position where they need to address an underperforming employee. Boo 👎🏻 I know! But if you are striving to take that next step in your career, get to know the basics now so it’s easier when that time comes for you!

It is legit one of the hardest things having to talk to someone about the fact that they aren’t where you want or need them to be performance wise. But it’s so much worse not only for you but in all honesty for them too. Whether your company is the last stop for them or just a stepping stone they won’t be able to learn and grow if they don’t know what isn’t working and where they can focus on improving.

Don’t get stuck by getting passed over because you can’t handle uncomfortable or difficult situations or conversations. Girl you can do it!

I remember the first time I had to have a formal warning meeting with a formal letter and all, I ended up having an anxiety attack and couldn’t do it! I felt terrible, my 2IC had to take over for me and I went for a walk to get some air and cool off. SUCH a learning curve for me. Don’t stress if you don’t get it right every time – it’s important to know that the more you do the more you will learn yourself.

How do you think our elders became wise? Well they made a tonne of mistakes and they learnt from them of course!

So whatever an underperforming employee means to you and your company, whilst obviously important doesn’t really change the basics on how to approach it.

My two key points are:

1. Honesty, and

2. Heart

If you are honest and truly care the outcome will be far more successful than you may realise. If you don’t care about the people, the job, the business or the clients then I’m not so sure you are in the right job babe!

Take the time to find out what’s going on with the employee, let them know what’s concerning you & work together to come to a relevant and positive outcome. It’s not about passing blame or making them feel incompetent or uncomfortable so do your best to keep it light but honest – you want to get around the problem but the right way.

It’s also a good idea to check in on them every now and then since having the chat, don’t just “set and forget”. It’s seriously not an effective management style!

I will just say, very clearly, getting angry and frustrated at your employee is not going to get you anywhere. In fact it’s probably going to make matters far worse. It’s not good for you, your employee, clients or business.

Keep on learning lovely, and don’t forget to find our Facebook Group, Her Career Collective, where we can talk about these things whenever you need!

Love Sarah xxx


Categories: Work

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