When you are a manager, you have a wide variety of tasks that fall under the umbrella of your responsibility. Everything from overseeing your employees’ performance to dealing with customers is fair game when you are a manager.
With all of the things that you have to oversee and look after as a manager, the last thing anyone in an organisation wants to deal with is low performance from your team. Your team should (and will at times) operate like a well-oiled machine, especially when everything is going right. However, even the slightest disruption can result in issues with productivity and performance from your team.
It is vital to do what you can to address issues with performance as soon as you notice that something is amiss. Unfortunately, doing this can take some trial and error as you attempt to get to the bottom of things with your team.
If you have recently noticed that your team isn’t performing as well as it should, here are a few things that you, as a manager, can try in order to address those issues to ensure your team can get things back on track as soon as possible.
Talk to Your Team
The first thing you should do when you notice issues with performance and productivity is to have a chat with your team. They might have more insight into the reasons why things are going wrong, and that insight can help you to make the right decisions in the future in regard to addressing issues.
You might find that your employees are not quite comfortable talking about issues in the workplace with you directly. There are a number of reasons why this might be the case, and it is important to be as respectful of your team as possible.
When you are struggling to get the information you need from your employees, consider using surveys and other tools from inpulse.com in order to gain the understanding you want about any performance issues that are prevalent with your team.
Consider Valid Explanations
The fact is that issues with team performance might actually be related to valid excuses. Perhaps a member of your team is going through something personal that is getting in the way of them doing their job properly, or maybe someone is a bit out of their league with some of the tasks that have come their way.
Do what you can to be open to valid explanations from your team members. Be as receptive as you can while still holding them accountable for their responsibilities. This is the best way to help any team members who are struggling overcome their obstacles and get back on track.
Be as Clear as Possible
You can’t really expect your employees to sort out issues with performance without your guidance and input. In order to give the guidance that is necessary, you should seek to be as clear as possible with your expectations and requests. The clearer you can be, the less likely it will be that things will get lost in the shuffle.