Common Causes of Poor Employee Performance

As we often point out, the best leaders are the ones who know that success in their roles stem 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 can generally be:

Lack of Ability – This can include everything from not having the resources they need to deliver what’s expected of them, to not having the knowledge-base or skills-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 in, to feeling there are no consequences for doing a below-average job, to burnout after a particularly stressful period.

Personal Matters – Work is only one part of our lives. While some employees can compartmentalize external hardships and operate 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’re bad at their job? Or because they aren’t invested in the work or the culture?

Lack of Training – Every employee should have the basic skills necessary to do their job upon being hired. A developer needs to know code, an accountant needs numbers skills, etc. but perhaps there are new advancements or technology in their field that the employee isn’t in the know of, 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/failure? Even a top player will have a hard time succeeding in a role where they’re 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 need 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 employees.

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