Giving a troubled performer the benefit of the doubt can seem generous. The manager may think, "He's having a bad day," or, "She'll come around with time."
Managers who dislike conflict or have a lot on their plates will often take a "wait and see" approach that may seem easier at the time, but can create bigger issues not just down the line, but today.
It can be demoralizing to work with a peer who's significantly less productive or works significantly fewer hours but takes home the same pay. Co-workers of troubled employees frequently resent managers who fail to intervene."They have little incentive to be on their 'A' game or go the extra mile," says Jody Bertram, senior EAP consultant for VITAL WorkLife .
As a supervisor or manager, you can bring about positive changes at work. By addressing performance problems proactively and by acting quickly in the event of a workplace crisis, you can maintain a productive and safe work environment.
When poor performance is tolerated over time, it becomes more difficult—and frequently more costly—to take action. Bertram cites the example of a manager who, when working under new management, was suddenly expected to address performance issues he had been letting slide for some time.
"It turned out that years of neglecting those performance issues had given the employee a false sense of accomplishment and a case for age discrimination, given that he had been doing his job the same way without comment for 10+ years," says Bertram.
There was little the company could do at that point—but the manager was able to develop new skills and new confidence for addressing performance issues in the future.
While a few bad days do not necessarily signal a personal or work performance problem, changes in work performance that occur over a period of time may indicate that a problem exists. Examples of such changes include:
Work behavior changes:
Being aware of these warning signs will help you recognize when a potential problem is developing.
Once you become aware of warning signs that signal a potential problem, it is important to keep a written record of performance concerns. Listed below are suggested guidelines for objectively documenting performance concerns:
We also recommend that you check with your Human Resources department for any specific procedures to follow when documenting poor work performance, and to ensure you are aware of and in compliance with any applicable written organizational policies and guidelines.
The VITAL WorkLife EAP includes unlimited telephone consultation for you, your employees and their families—available anytime, day or night. The EAP also includes free face-to-face counseling with master's- and doctorate-level professionals.
"Coaching around performance-based referrals is probably one of the most important—and frequently requested—services we provide to managers and supervisors," says Bertram. "Most managers feel more confident about approaching a troubled employee if they have a clear strategy and script."
The VITAL WorkLife EAP can assist you in developing a plan to address performance issues of all kinds. If you have questions regarding the potential meaning or severity of the behaviors, feel free to call and speak with one of our counselors to discuss possible approaches.
A free, confidential consultation with an EAP consultant can help you:
We have many resources to help you as you consider a formal referral. You can log in to the member website by clicking Member Login above and then click Employer Resources in the top menu to visit our resource site.
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