Addressing Employee Underperformance

Addressing Employee Underperformance

To solve the problem, there is a need to understand the cause of underperformance in an underperforming department. A common cause of such underperformance is a mismatch between a manager’s expectations and an employee’s understanding of their expectations. Also, employees in the department may lack the necessary skills to perform their jobs. Whatever the cause, neither the employees nor the management is entirely blamed, as the fault is often shared. Do you need help with your assignment ? Contact us at eminencepapers.com.

As a manager, I will consider designing the department’s tasks appropriately. Research shows that doing similar tasks repeatedly leads to boredom (Champoux, 2020). Therefore, I will create jobs so that each employee will perform different functions during a workweek, reducing boredom. Job enrichment is another helpful strategy. This involves increasing job responsibility, autonomy, and involvement for every employee (Champoux, 2020). Appropriately redesigning the jobs will boost employees’ morale.

Also, rewarding positive change and offering praise for exemplary performance is necessary. Rewards at the workplace include promotions and salary increments. However, research shows that modern employees are not only motivated by monetary rewards but also by psychological needs (Gallo, 2014). Therefore, as a manager, it is essential to note and mention when an employee makes a positive change. An underperformer will be motivated when they are told that they have made significant improvements.

Another strategy for enhancing motivation is through effective communication and feedback. Guiding feedback tells employees what is expected of them and how they can improve to suit organizational needs (Kotola, 2016). A manager can also use feedback as a motivating tool, whereby the manager tells employees the possible rewards for positive performance. Feedback can also be used as a corrective tool to improve performance.

Overall, many factors lead to underperformance in an organizational team. In most cases, underperformance is a shared fault between the management and employees. There is a need to match employee-manager expectations to improve performance. Also, offering praise and rewards for positive performance comes in handy. Finally, effective feedback communication between managers and employees also encourages performance.

References

Champoux, J. E. (2020). Organizational Behavior: Integrating Individuals, Groups, and Organizations. Routledge.

Step. (2011). Addressing and Resolving Underperformance: A Guide for Managers. https://hr.un.org/sites/hr.un.org/files/Addressing_and_Resolving_Underperformance.pdf

Kotola, H. M. (2016). Managing Underperformance.

Gallo, A. (2014, June 23). How to Help an Underperformer. Harvard Business Review. https://hbr.org/2014/06/how-to-help-an-underperformer

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

Addressing Employee Underperformance

Underperforming DepartmentUnit 4 Discussion: Underperforming Department
Imagine that you are hired to manage an underperforming department of a business. Upon assessing day-to-day operations for some time, you observe that there appears to be a good deal of confusion in the department. The problems run the gamut from unmotivated employees to those who either don’t know what they should be doing or don’t know how to do their jobs. Suggest a plan of correction to improve the department’s outcomes.