Step 3: Set clear, measurable goals.
Revisit the employee's goals and rework them to be clear and easily measurable.
As objectively as possible, define success and excellence for the employee.
To remember the classic rubric for establishing clear goals, just think SMART:
Goals are Specific, Measurable, Achievable, Realistic, and Time-bound. For each
goal, create interim goals and checkpoints so you can provide the employee with
actionable feedback for improvement.
Step 4: Create an action plan for accomplishing goals.
After you and the employee have agreed on goals, discuss plans for accomplishing
them. If you think the employee isn't using the best approach or is uncertain
of how to meet the goals, suggest alternative action plans.
Step 5: Celebrate successes both large and small.
When employees hear that their performance isn't up to par, they almost always
become demoralized. In addition to helping them get back on track, you need
to rebuild their confidence. When the employee shows improvement or reaches
an interim goal, take time to celebrate the success, however small.
A celebration can range from verbal confirmation and high fives to small rewards.
Something as simple as taking the employee to lunch in recognition of an accomplishment
will positively reinforce the desirable behavior and will go a long way to building
the employee's confidence.
High Stakes, Big Rewards
Unless you work in the corporate equivalent of Lake Wobegon, you'll have employees
who don't perform as well as you expect them to. As a manager, one of your most
important responsibilities is to recognize when an employee is underperforming
and immediately intervene. Turning an employee from an underperformer to an
achiever, or even a star, will take work on your part, but it might well be
the most fulfilling accomplishment of your career.
End of Article
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