A World Bank study shows that productivity in Southeast Asian countries, including the Philippines, has dropped since the 2000s. The report advises companies to help employees build digital and management skills. This can boost economic growth and attract investment over time.
A company’s long-term success and resiliency rely heavily on the performances of its employees. They are responsible for daily operations and the overall success of the business.
However, some challenges lead to poor work quality. As managers, it’s essential to regularly evaluate and encourage professional development within the workplace.
Explore the key strategies to identify and effectively support low-performing employees.
5 Key Signs of Low-Performing Employees and How to Support Them
Low-performing employees may result from different issues, and addressing these is crucial for managers. Employees not meeting company standards can hurt productivity, reputation, and the overall brand.
Here’s what you need to know to help your employees improve and reach their full potential.
Increased absenteeism and decreased punctuality
When employees are often late or frequently take leave, it usually shows they’re not engaged with their work. This can be due to poor leave benefits, gender gaps, mental health issues, substance abuse, or other health concerns.
Action Plan:
Review policies that promote employee health and wellness. Offer flexibility and autonomy to empower employees and develop a sense of responsibility. Plus, avoid unnecessary restrictions on their behavior and work strategies.
Decline in productivity and enthusiasm
Productivity is one of the key factors in maintaining a good quality of work. When employees are effective, they often go above and beyond, and deadlines are met.
However, insufficient salary, unrealistic job expectations, and an unpleasant work environment affect work efficiency.
In addition, too much control and power struggles at work can reduce employees’ enthusiasm. They would feel more isolated and overly controlled.
Action Plan:
Use strategies that boost productivity to manage expectations well. Regular check-ins and follow-ups by managers or supervisors are essential for monitoring work progress.
This approach allows for a thorough evaluation of low-performing employees. It identifies the support or training they require more easily.
Repeated mistakes or oversights
Careless mistakes happen when employees lose their interest in doing work properly. As a result, they repeatedly commit errors that lead to a waste of time, money, and effort.
Poor decision-making and low self-motivation are key indicators of low-performing employees. Thus, it contributes to increased revenue losses and decreased client satisfaction.
Action Plan:
Review the job role and the objectives to define a clear and good performance. Effective communication is key—without it, you’re not fulfilling your role as a good boss.
Consider the SMART strategy to apply specific, measurable, achievable, relevant, and time-bound goals. This will eventually position your employees on the right track.
Poor team collaboration
INQUIRER.net reports that 71% of Filipino employees believe their employers will help them use their skills for their careers. However, new employees might not receive the same training as those before them.
Low-performing employees become less engaged with their colleagues and do just enough work to meet basic requirements. This is often caused by low morale and too much micromanagement, which makes employees less engaged and creative.
Teamwork is important to get things done efficiently. However, if one employee does not cooperate well, a drop in output affects the whole team’s performance.
Action Plan:
Carry out employee-driven strategies that adapt to the demands of today’s workforce. One approach is job crafting. Above all, this helps employees adjust their tasks to match their skills, goals, work habits, and mental health.
Unpleasant behavior
Courtesy is important at work, but if neglected, it can turn into a toxic and negative environment. This harms employee performance and can lead to unexpected issues.
Moreover, personal problems and lack of self-control can lead to disrespect and conflict. This creates an uncomfortable and disharmonious workplace.
Action Plan:
Watch your employees’ behavior, as frustration can affect their performance and cause problems. Record these issues and report them to HR. This helps the company find the causes and set up one-on-one meetings.
Promote a positive workplace!
Handling low-performing employees requires prompt and effective action plans. Fixing the underlying issues helps employees do better and also keeps the company’s reputation intact.
Even if the five signs are temporary, addressing them helps with professional development and work-life balance. This, in turn, increases the company’s confidence in attracting talent through job search platforms.
Bossjob is a chat-first career platform connecting top companies with remote and local talents. Partner with us today to enhance your company’s reputation through best practices.
