How to discover the causes of poor employee performance

What should I do if my employees are not performing well? In fact, there are many reasons for poor performance, and we should treat them differently according to different reasons. First of all, we should adjust the incentives.

Many companies' salary system will adopt the method of "basic salary + performance commission", the basic salary is the lowest starting salary, drought and flood income, and the performance is more work, if the basic salary of a company is set higher, employees can get more stable wages even if the performance is not up to standard, but it will reduce the enthusiasm of employees. Therefore, for employees with poor performance, you can first consider adjusting the salary structure.

It is more effective for those employees who are subjectively lazy and "mess around" all day.

Secondly, for the treatment of low-performing employees, we must first analyze the reasons for low-performance and solve the problem fundamentally. There are many reasons that affect the performance of employees, sometimes the simple adjustment of the salary system can not solve the performance problem well, it is possible that the employee works very hard, but the performance is not ideal, at this time there may be an incorrect method, you can organize some internal training to improve the professional level of employees, or organize an internal exchange meeting, employees with good performance share some experience and experience. It is suggested that the performance of employees over a period of time can be comprehensively analyzed, whether the analysis is consistent or fluctuating, if it is consistent, then the reasons that can be considered are insufficient employee ability, lack of training and guidance, employees are not suitable for the position, etc.; If there has been a fluctuation recently, you need to consider what is causing the fluctuation, whether it is emotional, physical, family or co-worker relationships, or motivational systems.

Excessive work pressure, etc.

Finally, in order to really solve the problem, you need to communicate with the employee in detail to see what is causing the employee's poor performance, and then prescribe the right solution to the problem. Transfers, training, increased exchanges, and the allocation of mentors can all be used flexibly. For employees who are not qualified for the position, consider transferring according to their personality and strengths, and they can also be eliminated; For employees who have recently experienced performance fluctuations due to various reasons, they should first be interviewed by their superiors or HR, and targeted measures should be taken, such as adopting psychological counseling methods, temporary adjustment of work, etc.

If the employee's performance is not good, you can go to the side to ask what the reason is, and secondly, it is okay. It is necessary to formulate a reasonable work content according to everyone's opinions, and to revise the work system, so that everyone can work more efficiently.

If the employee's performance is not good, as a leader, you can blame him, and then you can also formulate a reward and punishment system for him. It is also necessary to communicate with him more, and also to observe his usual dynamics, which can guide him and guide him.

At this time, efforts should be made to improve the performance of employees, and at the same time, employees should know how to improve their performance, change their thinking, and replan their future and goals.

When employee performance is poor, it depends on the situation. If everyone's performance is poor, then consider whether the company's designed metrics are reasonable. If the performance of individual people is very poor, then the reason should be understood, and the employee should be trained for the reason, if the employee still does not do well, the film elimination system can be adopted.

Employees are the productivity of the enterprise, and if the employees do not do their jobs well, this will affect the progress of the work and even affect the company's profitability. In order to improve the efficiency of employees and the profitability of enterprises, enterprises will find ways to evaluate employees.

In the process of implementing performance appraisal, if the performance of all employees is poor, then the reasonableness of the performance indicators should be considered. The company has set up performance appraisal indicators.

, should be based on the situation. Some people set very ambitious targets, which cannot be achieved with the current capacity of the company's personnel.

Such performance metrics don't make sense because no employee can do it. Setting such performance indicators will also make the performance appraisal results of employees very poor.

Therefore, when setting up performance appraisal indicators, we should start from the actual situation, and the set indicators should be challenging, but they should not be very difficult.

In the process of implementing performance appraisal, if the performance of individual employees is very poor, then training should be carried out according to the situation of the employees. If the performance appraisal results of an employee are very poor, then according to the performance appraisal results of this employee, see where he is not good at. After that, follow up on his weakness for training.

When an employee's performance has been poor, that can eliminate the employee. The employee's performance appraisal results have always been poor, which means that his ability is not good. At this time, the elimination method should be adopted, which can inject fresh blood into the enterprise.

Corporate training. Because corporate training can be a good guide to how employees work and can improve work efficiency, I think corporate training should be conducted.

It must be because of some problems encountered in life, so as the company's senior management, you should ask employees about some problems encountered in their daily life, help them solve them, and encourage this employee to improve work efficiency.

It is possible to formulate some policies for the employees of the enterprise to change their working styles and patterns, so that they can improve their work efficiency and improve their performance.

Why do some employees, even if the salary increase is not high and the bonus is not much, still choose to stay in the company and do it safely and steadily, rather than looking for a better place? Below I have sorted out the reasons for poor employee performance for you, I hope it will be helpful to you!

1. Employees don't know what to do

The company does not have a clear strategic plan that can be implemented, there is no clear marketing strategy, and employees do not get clear instructions; There are also some company policies that change frequently, strategies are changed repeatedly, coupled with poor information communication, so that employees are at a loss, and they have to rely on inertia and their own understanding to do things. This puts the employee's focus out of touch with the company, and the company's important work cannot be performed or completed.

2. I don't know what to do

Employees of foreign companies generally have to go through strict training after entering the company, while domestic enterprises are not, either there is no training to go directly to the post, or the training is not targeted and practical, or just to do inspirational training and development training for employees, employees are enthusiastic but still do not know how to do the work; Some only give employees some training on industry trends and macro strategies, but they still don't give them methods.

There is also a more common deep-seated reason for this, that is, the middle and senior leaders themselves do not know how to do it, so they can't explain it clearly to the people below, the director can't say it clearly, the manager can't say it clearly, and finally the bottom level of the real implementation can't do it, and they can't say it.

3. It doesn't dry smoothly

If a soldier is fighting on the front line, the logistics supply is not high, the command headquarters does not respond, and the wounded cannot be quickly ambulated, then the soldier's fighting spirit will obviously be greatly affected.

The same goes for companies, slowly'Enthusiasm is consumed, and slowly they become less active.

4. I don't know what the benefits are of doing a good job

Sales are always only looking at the present, which is determined by the nature of the work, and when the immediate benefits are not visible, there is naturally no great interest in doing it.

5. It doesn't hurt to know that you can't do it well

If there is only a promise that "soldiers can burn, kill and loot at will within three days after the city is broken" and there is no provision that "they will be killed immediately as deserters", some soldiers will definitely find an opportunity to slip away, thus shaking the morale of the army. Knowing that there is no harm in doing a good job comes from three aspects: first, there is no evaluation; second, the assessment indicators are unreasonable; Third, the punishment is not heavy or there is no punishment.

The work results of many departments are not suitable for hard indicators, and the work of these departments needs to be evaluated by executives who understand the business based on experience, and if the executives are not able to make a fair evaluation, employees who are not strong in internal motivation may slack off in their work.

In order to "prescribe the right medicine", the organization must have the ability to "diagnose **", there are many reasons that affect the performance of employees, and the lack of knowledge or skills to solve work problems is only one of the reasons, so the solution to performance problems can not only use a hammer of "employee training", and the departments and personnel responsible for workplace learning should have the ability to diagnose performance problems, therefore, they must know that employees have the following necessary conditions to show work performance:

Competency: Employees must know how to achieve performance.

Self-efficacy (expectations): Employees must believe that they can achieve performance.

Opportunity: Employees must be given the right tasks to achieve performance.

Support: Organizations must provide a supportive work environment for employees to achieve performance.

As shown in the table below, in addition to lack of knowledge or skills, the causes of employee performance problems include the second category of "lack of motivation or inducement" and the third category of "obstructive work environment", and the provision of employee learning programs can only have an effect on the first type of causes.

If a leader encounters an employee's performance problem, he or she will directly blame it on the first type of performance problem, and even if the employee is allowed to receive education and training, the employee will still be "untaught". In fact, a study has shown that more than 2 3 percent of employees' poor performance problems stem from employees' lack of motivation at work, and even more than 60% of employees leave because of "disagreement with leaders". These findings repeatedly emphasize that when employee performance does not meet the requirements of the organization, leaders must first identify the crux of the performance problem!

Table 1: Possible causes of employee performance problems.

Tips When there is a problem with the performance of employees, leaders must know how to trace back to the source and find out the root cause of the problem, so as to truly prescribe the right medicine. Generally speaking, the root cause of employee performance problems comes from the employee's ability to work, work motivation and work environment, and employees must be fully supported by these three types of performance factors in order to meet or exceed performance goals.

The reason why the employee's performance is full marks and the company's performance fails.

The reason why the company's performance is failing is that the first and most critical and effective is to reorganize the assessment indicators of each position. There is no doubt that the content of the assessment of employees is not linked to the indicators of the assessment of the enterprise, not only will there be the above problems, but if the enterprise is good, the score of the employees should be low.

I have encountered many middle and high-level personnel in many enterprises when writing plans to scratch the eyebrows and mustaches, trivial, inconsequential can be listed in the plan, of course, this is in the economically underdeveloped inland areas, the professional quality of managers is relatively poor background. The advantage of reorganizing is to grasp the "pain points" of each position, and only retain the most critical indicators related to business operations and the quality of job work. In this way, the efficiency of the enterprise is not good, the personal score is naturally not high, and the empty high vehicle is not inspected on time, which can only score 0 points.

Second, considering that many small and medium-sized enterprises use the grade scoring method for the assessment of grass-roots employees, the advantages of this method are also the places where it is widely criticized, there are too many human emotional factors, not enough quantification, and the quality of the scorer is higher, and the best way to deal with it is to force the distribution of grades, but this method should be used flexibly, such as the proportion of distribution grades and the main indicators of enterprise efficiency are associated with floating, and the distribution ratio and assessment scores are determined with reference. <>

Hello, first of all, managers should see how many employees have not completed the indicators, if most of them have not completed, it proves that the KPI setting is not very reasonable, and it is necessary to actively communicate with employees, and formulate the actual Biyun can be insightful and parallel to the task indicators according to the actual situation. If only individual employees have not completed the target, whether they have not completed the target this time or have not completed it all the time, whether it is a problem of ability or attitude, a comprehensive assessment should be conducted. If the ability is lacking but the attitude is good, you can consider designing an achievable KPI for the employee to help the employee grow.

Now it is difficult to recruit ideal employees, and even if they are recruited, they may not be able to retain, so we must cherish every employee, do not give up every employee easily, and actively help employees grow.