Register for our live discussion below to learn more on the strategies of uplifting underperformance:
The above article discusses strategies for managing underperformers who mistakenly believe they are performing well. It emphasizes the importance of setting clear expectations, providing direct and constructive feedback, and offering supportive resources to help employees align their self-assessment with actual performance. By combining strategic praise with realistic assessments and potential role adjustments, leaders can foster an environment of trust and continuous improvement while addressing performance issues effectively.
Here’s a more detailed summary of the article "Managing an Underperformer Who Thinks They’re Doing Great" by Liz Kislik, aligned with the CTR Factor fundamentals:
Credibility Through Clear Expectations and Direct Feedback: Establish and maintain credibility as a leader by setting clear, unambiguous performance expectations for your team members. It’s essential to address any disconnect between an employee’s self-assessment and their actual performance. When an underperformer believes they are excelling, it’s often because they haven’t received the necessary feedback or because expectations were never clearly defined. By being direct and specific about what needs to improve, you help the employee understand the gap between their perceived and actual performance. This transparency not only helps correct performance issues but also upholds the standards of the organization, demonstrating your commitment to results and high performance.
Trust Through Supportive Leadership and Supervision: Build trust by offering targeted support, resources, and supervision that address the unique challenges of the underperforming employee. Recognize that some employees may be struggling due to a lack of proper guidance or resources, particularly if they’ve been promoted quickly or are stepping into a new, more complex role. By providing tailored mentorship, training, and continuous feedback, you create a supportive environment where the employee feels encouraged to improve rather than judged. This supportive leadership fosters an atmosphere of trust, where employees are more likely to accept feedback and actively work towards meeting the required standards.
Respect Through Strategic Praise and Realistic Role Assessment: Demonstrate respect for the employee by offering praise that acknowledges their genuine successes while also guiding them toward necessary improvements. When an employee with an inflated view of their performance does something well, it’s important to praise their success but also link it to areas that still require development. For example, after praising a successful project, you might add, “Now that you’ve mastered this aspect, let’s focus on improving X for the next project because it’s crucial for our overall goals.” This approach helps the employee understand that while they have strengths, there are still areas where they can grow. Additionally, assess whether the employee is open to receiving feedback and improving. If not, it may be necessary to adjust their responsibilities or, in some cases, reduce their role to better align with their capabilities. This approach respects the individual’s potential while ensuring that team dynamics and performance standards are not compromised.
Loving this topic? Participate in the conversation to discuss: Uplifting Underperformance: Turning Challenges into Triumphs
Liz Kislik helps organizations from the Fortune 500 to national nonprofits and family-run businesses solve their thorniest problems. She has taught at NYU and Hofstra University, and recently spoke at TEDxBaylorSchool. You can receive her free guide, How to Resolve Interpersonal Conflicts in the Workplace, on her website.
To access the full resource document please visit the link below.
Comments