Improving Employee Performance Managements Responsibility Is Extensive

When it comes to improving employee performance managements responsibility is to do whatever is legally, ethically, and morally correct to improve it. That includes everything from one on one mentoring, group training, purchasing newer equipment, upgrading your technology, studying and changing current procedures, improving the environment, and much more. There generally is not one single thing that will completely improve an employee’s overall performance; however, that does not mean you shouldn’t make individual adjustments as you see things that need to be improved.















Improving Employee Performance Managements Responsibility Must Include Established Levels of Productivity



Before we can ever determine if an employee or an entire team needs to improve we must first know what is expected. Even more importantly the employee or the team must know what is expected of them. As an example, if an employee is supposed to produce ten widgets per day and they are only producing six do they know that they are supposed to produce ten? Then, and only then, we can look for reasons why they are falling short. First thing to look at is have they ever produced ten widgets per day in the past? If they have at what point did their performance drop off. Did it drop off all at once or was it over a period of time. If they never have produced that amount of course we must look at other reasons.  leadership

Improving Employee Performance Managements Responsibility Must Also Include Determining Can’t or Won’t!



When looking at an employee’s performance that is not meeting management’s expectation a very important question is whether the employee is not able to improve their performance for any number of reasons or they won’t improve even though they are fully capable of doing so. Under the can’t category we need to look at things like whether the equipment is operating properly, or whether the supplies needed to produce the product are being supplied at the right levels and in a timely fashion. When we are looking at an employee that seems to be refusing to perform to standard we should look at reasons why they may be falling short, such as, a dramatic change in their personal life or they are disgruntled at work about something.

Improving Employee Performance Managements Responsibility If They Determine Can’t!



As we already alluded to above there are many reasons why an employee can’t produce at the levels that they are expected to. Unfortunately, many times it is based on the health or physical ability of the employee. As an example if the job requires being on your feet all day long many employees have trouble doing this, especially as they age. Heavier employees will also have a problem with this and if this is compounded by a medical issue, such as diabetes it can halt the best employee’s right in their tracks. But health is not necessarily the first thing to look at. Take a close look at the equipment they are using and determine if it is working properly. Is it being maintained properly? What about the supplies needed to operate the machine(s)? Did you change suppliers and the quality of the parts has made the machine break down more often?

Improving Employee Performance Managements Responsibility If They Determine Won’t!



Won’t is often the most frustrating to deal with sense it means an employee is capable of doing what is required but for some reason they are not doing so. This could mean the employee is wasting time in some way, such as, visiting with other employees or messing with their cell phone. Of course there could be any number of reasons but once you determine the reason don’t delay in dealing with the situation right away. First meet with the employee and make them aware of their behavior. If they improve it then great. If they choose not to improve then the next step is to seriously consider disciplinary action based on your businesses standard practices. When it comes to discipline make sure you are treating everyone equal.  leadership