A BEGINNER'S GUIDE TO TRANSPARENCY, CONSISTENCY, AND COMPASSION
Addressing employee underperformance in the workplace is a challenge every leader will face, but it’s how they handle these situations that defines their leadership style and the culture of their organization. Central to this process is the theme of transparency and consistency. An employee should never be surprised to find themselves in a termination conversation; the journey to that point should be marked by clear communication, defined expectations, and mutual respect.
DEFINING SUCCES: THE FOUNDATION OF EFFECTIVE DELEGATION
Successful delegation begins with clear definitions. Without well-established standards such as Objectives and Key Results (OKRs) and Key Performance Indicators (KPIs), evaluating performance becomes subjective and prone to bias. Transparent metric tracking tools empower employees to monitor their performance proactively, fostering a culture of accountability and self-improvement. It's essential to remember: you cannot successfully delegate what hasn't been defined.
PARTNERSHIP IN DEVELOPMENT: THE ROLE OF COMPASSION
Approaching employee development as a partnership is critical, especially when employees face health emergencies or require ADA accommodations. Leaders must be sensitive to these situations, recognizing that accommodation requests may not always come in the form of a doctor's note but are crucial for fostering an inclusive workplace. In such instances, suggesting Family and Medical Leave Act (FMLA) options can demonstrate the organization's commitment to employee well-being and retention.
PERFORMANCE MANAGEMENT:
DIFFERENTIATING SUPPORT FROM DISCIPLINARY ACTION
Establishing a clear procedure for performance management is paramount. This system should distinguish between coaching opportunities and formal warnings, such as verbal, written, and Performance Improvement Plans (PIPs). Documentation throughout this process is essential, not only for legal protection but also to ensure fairness and clarity.
It’s reported that employees under PIPs have a termination rate upwards of 74% (source: Corporate Leadership Council, 2019), underscoring the critical nature of early intervention and genuine coaching efforts. Leaders should focus on establishing a partnership relationship, where outcome-based expectations and patterns of underperformance are discussed transparently in one-on-one settings.
THE HIGH COST OF TURNOVER: EXPLORING ALTERNATIVE OPTIONS
The cost of rehiring is not just financial; it also impacts team morale, productivity, and company culture. While navigating employee development can be complex, leaders should not shy away from exploring internal solutions, such as role realignment, to leverage an employee’s strengths better. This approach not only saves costs but also reinforces a culture of growth and adaptability.
Addressing employee underperformance is a multifaceted challenge that requires transparency, consistency, and a compassionate approach. By setting clear expectations, engaging in genuine partnership, and exploring all avenues for development and accommodation, leaders can navigate these situations with integrity. The ultimate goal is not just to manage underperformance but to transform it into an opportunity for growth, both for the individual and the organization. In doing so, leaders not only retain talent but also cultivate a resilient, adaptable, and inclusive workplace.
SUGGESTED CONTINUED READING:
"Turn the Ship Around!: A True Story of Turning Followers into Leaders" by L. David Marquet - Marquet's narrative challenges traditional leadership models and advocates for a shift in power from leaders to team members, emphasizing autonomy and decision-making at every level, which counters micromanagement.
"Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink - Pink explores the intrinsic factors that motivate individuals, highlighting the importance of autonomy, mastery, and purpose over micromanagement, and how leaders can foster a more motivated and self-directed workforce.
"Multipliers: How the Best Leaders Make Everyone Smarter" by Liz Wiseman - This book contrasts "Multipliers" who amplify the intelligence of their teams, with "Diminishers" who micromanage. Wiseman provides actionable strategies for leaders to expand their influence and encourage collective intelligence.
"The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever" by Michael Bungay Stanier - Stanier offers simple yet effective techniques for leaders to transition from a micromanaging approach to a coaching mentality that empowers employees to find solutions and grow independently.
"Radical Candor: Fully Revised & Updated Edition: Be a Kick-Ass Boss Without Losing Your Humanity' by Kim Scott - Take the next step in developing your feedback approach with this honest take on performance management and employee coaching. A New York Times and Wall Street Journal best seller for multiple years, for a good reason.