Maintaining consistent performance throughout the entire employment span is impossible for anyone. There are various ups and downs in the productivity and show of every working professional. What is not acceptable is to constantly keep the workforce under scrutiny for the dissatisfactory reports and completely ignore the organization’s shortcomings. It is always easy to blame an employee for the degrading performance or lowering business numbers and hand over a relieving letter format to them. But, as an employer, have you ever wondered that there could be a little possibility of other agents catalyzing the downfall?

Thus, it is advisable to first take into consideration all the external factors affecting business performance and then evaluate how much the employees are responsible for the same. Now if you happen to realize after analysis that the workforce is accountable to some extent, do not make impulsive decisions. Rather, the wiser step is to analyze and control the situation by implementing stepwise procedures to correct the damage.

There could be several reasons behind the underperformance of employees. Let’s see what you can do about it:

Establish KRAs and KPIs Clearly

This happens mostly because the new joiners are unable to understand their roles and responsibilities properly. Sometimes, employees are stuck in the wrong department or an unsuitable position. If not, some may fail to comprehend their work profile during the employee induction and orientation. So, it is imperative to set the expectations right from the beginning and explain the KRAs and KPIs clearly so that it becomes easier for them to work towards achieving their goals.

Invest In Training & Upskilling

Next, if you think that your staff understands its tasks and duties, then there could be a problem with the competence. Do not rush into downloading a warning letter format and giving them a hard time. It is completely alright! There is always scope to educate the employees and enhance their skills through regular training, learning and development programs. You can organize knowledge-sharing sessions, technical courses, group meetings, seminars and discussions to upskill them.

Promote Healthy Competition

When the first two steps are accomplished and you are sure that they understand their role and have improved from the training, it is time to organize  contests. Give them quantifiable targets to achieve with respective rewards. It will make them more serious towards improving their performance. When there are small goals set and attained, the bigger goal is automatically pulled off. 

Issue A Warning Letter

Now, when you have done your part and ensured a 100% support from the organization’s end, you cannot entertain dispassionate and unambitious employees. If you do not witness an optimum growth and uplift in the performance after all your efforts, you can consider releasing a warning letter format mentioning the strict actions that could be taken if the disappointing results persist.

It’s Time To Say Goodbye

This is the last step when you have tried and tested everything to get the poor performers back on track. So, in the end do not hesitate in cutting the ties and sharing a relieving letter to let them go before it is too late and your business suffers badly.