Handling Performance Issues at Work

There's no way around the fact that performance issues will always crop up from time to time, even in the most time- and cost-efficient companies. But not every performance problem should be handled with disciplinary action; sometimes a less dramatic approach will work best. The trick is knowing which approach to use, and when is the best time to utilize it.

The first and most important thing to remember when handling a performance issue at work is to get on it right away-don't procrastinate. By ignoring the issue when it pops up, even by a few days, you're sending the message to your employees that you either don't know about the situation, or don't care. Either way, you'll be deemed unreliable the next time a crisis arises, and passed over on the chain of command.

When you do approach an employee concerning a situation, don't place blame-at least, not immediately. The main focus of your discussion should ideally focus on how to prevent said situation from happening again. You can certainly mention what happened to prompt the discussion, but instead of getting stuck on the issue, use it as a springboard to launch into the steps you can take to keep it from reoccurring. This way, instead of focusing on the problem itself, you're already on the path to a solution.

You can even ask the employee for ideas as to how they can better handle the situation in the future. Whether or not you implement their opinions, you're giving them both the responsibility and the chance to take control of future problems, armed with the knowledge and ability to prevent a crisis from occurring.

One thing to remember when reprimanding a staff member is to lay the blame on the behavior, not the employee. By keeping your disciplinary tactics concentrated on what the person did (and not who they are), you're using the situation to bring a positive change to the workplace rather than dragging everyone down unnecessarily.

Fear tactics are never a good idea, especially when trying to identify a particular performance issue and solve it. Striking fear into the hearts of your employees may seem effective at preventing future issues, but all it really does is lower the morale and loyalty of your workplace.

Finally, remember that no matter how you handle a performance problem, some employees will take the reprimand better than others. Some will understand it's meant for the betterment of the company, while others will take even gentle criticism as a personal offense. Stay focused on the problem, hold yourself responsible for your actions, and you'll find you can handle any issue that may arise.