What is Underperformance?

Underperformance, or mediocre performance, can be exhibited in the following ways:

• unsatisfactory work performance, that is, a failure to perform the duties of the position or to perform them to the standard required.
• non-compliance with workplace policies, rules, or procedures.
• unacceptable behaviour in the workplace.
• disruptive or negative behaviour that impacts on co-workers.

Underperformance is different from misconduct. Misconduct is serious behaviour, such as theft or assault, which may call for instant dismissal. In cases of misconduct employers should seek specific advice about how to go ahead before taking any action.

Common Causes of Poor Employee Performance

As we often point out, the best leaders are the ones who know that success in their role stems directly from how well they manage, balance, and nurture their workplace relationships.

It’s not just a matter of understanding the nature of the people on their team but understanding human nature itself.

When an employee underperforms on the job, the cause(s) can be:

Lack of ability: This can include everything from not having the resources they need to deliver what is expected of them, to not having the knowledge-base or skill-set necessary to excel in their role.

Lack of motivation: This can include everything from not getting enough recognition for the hard work they’ve put it, to feeling there are no consequences for doing a subpar job, to burnout after a particularly stressful period.

Personal matters: Work is only one part of our lives. While some employees can compartmentalise external hardships and work normally in the workplace, others can’t help but wear their hearts on their sleeves. Relationship troubles, complications with personal or family health, and financial difficulties are all examples of elements that can derail even the most motivated and skilled member of your team.

Disengagement: Is your employee underperforming because they are bad at their job? Or, because they are not submerged in the work or the culture?

Lack of training: Every employee should have the basic skills necessary to do their job upon hiring a developer needs to know code, an accountant needs numbers skills, etc. But there are new advancements or technology in their field that the employee isn’t privy to, resulting in underperformance. Setting aside budget and time for employee professional development and training keeps team members current and on top of the latest trends in the field.

Lack of resources: Is the employee being set up for success? Even a top player will have a tough time succeeding in a role where they are taking on the work of multiple people or they don’t have the programmes/tools to more effectively communicate and do their job.

Be sure to assess:

• what someone in their role needs daily to succeed (i.e. the latest software, quiet space for focus, or even office supplies), and
• if those resources are being made available to your employee.

If you’ve done your investigating and know that poor employee performance is truly the issue, it is time to attack it head-on. Instead of overreacting, simple tactics can help you effectively and professionally turn employee performance around.