How to Turn Your Worst Employee into Your Top Performer

When running a business, you have to hire the right people and everything else will fall into place.

But unfortunately, hiring is not as simple as it seems, and bad workers often slip through even the best screening process. There are always times when someone looked great on paper but turned out to be a liability. This leads to top performers on a team having to pick up the slack for the worst performers.

Addressing this issue is crucial. The worst staff members of a company make more errors, which require time to fix and productivity suffers as a result.

Many supervisors discover that it’s complicated to handle bad employees. Some look to hire new employees to compensate for bad existing employees, while others look to do away with problem employees. Consider the following tried-and-true approach.

Consider a systemic problem

Sometimes weak performers are indicators of a flawed system. For instance, they may have cumbersome or problematic responsibilities. If this is the case, the best approach is to address the systematic causes behind bad performances.

Team development can involve focusing on the issues that the so-called worst performers have been facing. These employees can then end being a solution to a problem you would have otherwise ignored.

Developing a plan

If your employee is the problem, not the system, it is important to develop a performance improvement plan. This starts with identifying the root cause of the issue, and it can be done by having an honest conversation with the person in question. You can then encourage your worker to focus on small achievements that can lead to a complete turnaround.

Set small objectives and dates of development or progress meetings. Focus on holding onto the skill set that worker brought to the table when they first came aboard.

The follow through

From this point forward, it is critical you make it clear to the worker that you both agree upon a plan to improve performance that includes clear deadlines and goals.

Then, allow them time to show they are making an effort. Your duty is to give them motivation and inspiration until they make it through the performance improvement period.

The important thing is to make them feel supported, so they can achieve their potential. As a manager, you ought to be conscious of the fact you are trying to find the proper fit for their abilities; you need to make them feel valued.

Finally, you need to remember that all you can do is make your best effort. If nothing seems to help the situation and you’ve given your best shot, then you must realize that the worker is not a good fit for the situation and he or she may be better off somewhere else.

At Labor Temps, we work with our clients to connect them with best-fit candidates and address any personnel issues they might have. If your company is currently looking for a talent acquisition company, please contact us today.