Examine all options before a dismissal

An underperforming employee is a challenge for any team leader but taking drastic action, such as moving them to a new team, must be your last step.

At work we all have to face challenges and issues. Some of them are easily resolved, while others can take a while. If you are a team leader, perhaps one of the most time-consuming and frustrating issues to manage is an underperformer. It could be an employee who does not perform as effectively as the other team members, or one who passes the deadline and takes forever to get work done.

If time is critical in your job sphere and you are running on a tight budget, then this issue could become a real problem.

So what do you do with an employee who is not keeping up with colleagues? And how long should you wait before you take a major decision, such as eliminating them from the team?

First things first, do not ignore the elephant in the room. Recognise and address the issue at an early stage. Throughout my career I have heard my friends talk about team members who were not performing. So what was done? They were either ignored completely and left to be the way they are. Or the managers refused to deal with the issue, instead asking for that team member to be transferred to another department. That is the wrong approach.

This is the kind of situation that will not get better with time but needs to be addressed so that it does not demoralise the other team members who are performing well.

Second, find out what is causing the problem. Is the person simply not fit for the job? Are they missing any skills? Or could you be the cause behind the problem? For example, as a manager, could you have directed certain tasks to this individual that were more suited to their skill set? Many managers tend to overlook the fact they could be contributing to the ­problem.

Third, speak with the underperforming team member. It is best to do this privately. Explain what you have been observing, how the team and the work flow are affected and state that you want to help them. Brainstorm solutions to the issues together. Some people might be overwhelmed with what you have stated and need to digest the facts. Ask them to think about the issue, and to come back with solutions.

Fourth, draw an improvement plan together. Set a number of measurable goals in a given time frame so you can monitor and mark their progress. Then you actually need to monitor their progress. You could involve personnel from the human resources department, if available, to help you draw the plan and ensure that enough time is given for each goal.

Remember, it is important to maintain confidentiality. No one likes to be considered an underperformer.

If things work out and the underperformer improves, praise and reward their positive change. Not only will that empower them with a sense of achievement but will serve as a motivator for them to excel and be more productive.

If, however, things did not turn out as anticipated then you need to sit down with human resources or senior management to discuss what action should be taken. Should the person be moved to another department? Do they need training? Or should they be let go? It is always heart-wrenching to let someone go, but it is key for organisations that run on strict budgets that need to replace that person with a more productive employee.

In business, challenges often arise, and perhaps one of the most complex is dealing with underperforming team members. To help resolve the situation, do not ignore it, and try to solve to it as soon as possible. But exhaust all avenues before asking for that person to be moved or letting them go.

Manar Al Hinai is an award-winning Emirati writer based in Abu Dhabi. Follow her on Twitter: @manar_alhinai

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