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Accountability and performance standards

During my time, I have seen multiple scenarios where managers have turned a blind eye to employees who are performing poorly. I’ve also seen situations where employees cry foul, using words like “bullying” and “harassment”, when their manager has simply tried to hold them to account due to performing to a low standard.


Managing team and individual performance is challenging, any person who has held managerial responsibility will tell you that. It’s really important to ask yourself the following questions:

  • Did you hire the right person in the first place? Ensure you have a strict selection process and stick to it, even when you’re busy.

  • Is the job scope accurate and well detailed allowing both you and your employee clarity of responsibility and performance expectations?

  • Have you provided the team or individual with the right tools, training and support to perform their job successfully?

  • Are you holding the person to account for meeting those performance standards or are you merely turning a blind eye?

If you can answer yes to the above questions, what do you do next?

  1. Hold weekly, fortnightly or monthly one on one meetings with the employee to continually provide constructive feedback.

  2. Set goals and measure performance against those goals.

  3. Ensure they understand what you will continually do to support them in achieving the necessary performance standard.

  4. Inform them of the consequences for not performing to those standards.

  5. Don’t give up – set the standard and keep the individual on task to achieve the performance expectation.

  6. The employee will either buy in and improve or you may need to take other action.

  7. If further action is required, and you need help, use an expert.

Plus – make sure you give plenty of positive feedback to those employees who are performing well. They can often be forgotten while you concentrate on the low performers.

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