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Adopting a strategy to manage the underperforming employee

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Joyce Loo

on 12 May 2015

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Transcript of Adopting a strategy to manage the underperforming employee

Adopting a strategy to manage the under performing employee

FIVE-step strategy to manage Underperforming Employees
Performance =
Knowledge x Ability x Energy
FIVE-step strategy for managing Under performing Employees
Identify why the employee is under performing
+ Determine form of task interference
Confront poor performance
1) Never confront in anger
formulate a solution / action plan jointly
reward and punishment
It is always better to deal with such situations, instead of ignoring them, to maintain the consistence of productivity and profitability in the business.

Silberman, J. 2013. How To Deal With Poor Employee Performance. [Online]. [Accessed 3 April 2015]. Available from: http://elearningindustry.com/how-to-deal-with-poor-employee-performance

Morris,B. & Abbott, J. THE FORTUNE GROUP. 2015. How to manage poor performance in the workplace. [Online]. [Accessed 5 April 2015]. Available from: http://www.fortunegroup.com.au/managing-poor-performance

Fair Work OMBUDSMAN. Managing Underperformance. [Online]. [Accessed 5 April 2015]. Available from: http://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/managing-underperformance

Loo Yi Huan
Contemporary of HRD

++ Manager's job together with employees

++ To plan, monitor and review an employee’s work objectives and overall contribution

++ process of setting objectives, assessing progress and providing on-going coaching and feedback

++ Managers need to deliver high productivity

++ Biggest challenge

* Identify why the employee is under performing

* Confront poor performance

* Formulate a solution / action plan jointly

* Follow up

* Reward and punishment
(intellectual comprehension of a topic or discipline)
(the facility we have to apply knowledge)
Follow Up
** A good leader always follows up with employees
Recognize such accomplishments
Provide feedback on performance and reward employees
Implement a solution
- Explore ideas by asking open
- Emphasize common ground
- Keep the discussion on track
- Focus on positive possibilities
- Offer assistance
+ Determine form of consequence imbalance occurring
2) Do it immediately
3) Do it in private
4) Be specific
5) Use data
6) Be clear
Performance agreement/action plan
- understanding of performance expectations
- clarify roles and responsibilities of the employee
- strategies for training and career development, timeframes for improvement
Meeting with employees
- to review the progress and discuss the performance of employee
- keep a written record of all discussions
** Successful leaders hold their employees accountable
Apply a formal act or punishment
Knowing the right time to cut ties
Thank you!
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