How To Deal With an Unproductive Employee

A recent survey showcased that the average worker in the UK is productive for 2 hours and 53 minutes a day. Their main distractions include social media and scrolling through various news websites which can affect employee productivity each working day.

However, we want to spin it on its head. If the average worker is only productive for 2 hours and 53 minutes, how productive is a below-average worker?

In this blog, we’ll illustrate what it means to be underperforming, the top reasons for underperformance, and the steps you should be taking to deal with an underperforming employee.

Let’s deep dive together.

Seeking a definition of underperforming

To underperform is to perform less than expected.

In the realms of business, this means when an employee doesn’t do their job the way you expected or ignores your instructions altogether. When an employee underperforms, it might involve failing to meet your standard of work, abusing workplace policies and procedures, or behaving in a manner that impacts colleagues e.g., spreading rumours, showing up late, and not doing work on time.

Why is my employee underperforming?

We want you to understand that not all employees are intentionally underperforming.

Employees might show signs of underperformance because:

• They are underqualified and are out of their depth.
• They’re suffering from stress, anxiety, or burnout.
• As a manager, you hired the wrong person for the role.

Further reasons include being bored, not liking the job, they don’t like their colleagues, and generally thinking they can just take advantage of your business. In many cases, underperforming employees can be helped but their level of performance is impacting your business that much, taking the appropriate steps for them to move on is advised.

How do I deal with an underperforming employee?

Ignorance isn’t bliss

If you notice an employee is underperforming, don’t stick your head in the sand. Address it head-on with full force. Allowing underperformance to thrive and evolve in your team is wrong and it will never resolve on its own. Period.

Top tip: – Address the problem head-on, no matter how uncomfortable it may be.

Talk, talk and talk some more

If you know an employee is underperforming, check in with your team and talk to your employee directly. Take the lead and ask: “I’ve noticed your performance has dropped and I’m a little concerned. I strongly believe that you can do better but I want to know how I can help you improve?”

Brainstorming ideas on how their performance can be improved will lead to a better understanding of why they’re underperforming and should help them grow in their performance.

Change is crucial… or you’re out

If your initial meeting with the underperforming employee doesn’t work, it’s important you lay down the consequences. This is the last resort that ultimately will change the makeup of your company as firing someone not only affects the individual, but also affects the team too. Be fair but also firm as at the end of the day if an employee is left to underperform this can have a negative effect on your business.

The ups and downs of running a business

In life, you will have employees who will underperform and want to be better. Whilst, on the other hand, you will get employees who want to take advantage of your good nature. However, it’s how you manage these people which will help your business overcome and prosper.

If you need expert advice when dealing with an underperforming employee, please get in touch. One of our experts would be happy to help.