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5 Best Practices to Resolve Performance Issues in the Workplace

Written by Stephanie Fortune

Hi, My name is Stephanie! I am passionate about helping small and medium-sized businesses empower themselves and their employees while working to achieve their strategic goals! By reviewing your unique business needs, we implement Payroll, Insurance, and HR solutions that are right for you!

February 14, 2023

Do you know hiring policies and the recruiting system is the key to proper staff selection?

The success story of any business is associated with the employees working there. Therefore, it is crucial for every company or business to prepare a backup plan so that they can adhere to employee issues and handle these matters efficiently.

Scroll down to learn about 5 best practices that will resolve performance issues of employees in a workplace.

5 Ways to Resolve Employee Performance Issues in a Workplace

Regardless of an organization’s size, even a low-performing employee can pull down the success of a company. That is a major reason why employers are working more on diligent staff selection.

However, here are some tips that will help in dealing with employees who have low performance in the workplace:

Set Clear Performance Goals:

The key to getting employees and staff to meet expectations is to set clear performance goals before them. This will help in the following ways:

  • Precise job descriptions help these employees in understanding what exactly they need to do to perform better in the workplace.
  • This will prevent issues before they start and even if it does, the employee will know the correct way to resolve them.
  • This will prevent hardworking staff to choose the wrong path in their work as they will realize what they need to put effort into.

Provide a Regular Feedback:

Companies must not restrict discussing performance issues with employees to only formal review meetings. This is what they should focus on:

  • Managers should put effort into making small corrections whenever a staff slips up unknowingly.
  • Addressing these matters as soon as it begins is a proper way to prevent them from recurring.
  • Managers must work on providing simple but effective resolutions. In case of serious issues, they should conduct formal meetings.

Diagnose the Issues:

When these issues become recurring and an employee continues to underperform, it is essential to identify the root cause of the issue before planning an action. Generally, problems fall into 2 segments:

  • A lack of motivation in an employee makes an individual ignorant of official matters.
  • Lack of ability to perform according to their job description, where an employee might not understand what they are supposed to do.

However, in both these cases, diagnosing the issue of this employee will help in making a proper resolution.

Plan a Performance Improvement Strategy:

As soon as the cause of low performance is detected, managers must lay out a strategy to help the employee to improve. This will help in 2 ways:

  • If the issue is related to an employee’s ability, that person will benefit from certain training or a small change in their job responsibilities.
  • Employees who suffer from a lack of motivation might respond better if they receive support. Also, provide positive feedback, and ensure cooperation from the management and colleagues.

Keep a Record of Everything:

The management must document all discussions related to performance with the employees which extend beyond casual verbal discussions to improve. This will help in:

  • Tracking an employee’s improvement.
  • Determining what additional steps will help the employee to improve.
  • Properly documenting performance reviews allows employers to identify whether their strategies have worked to help improve an employee’s performance.


                                       All these above tips will assist managers in better addressing performance issues so that it benefits both employers and employees. Most of these issues can be solved without the management taking any harsh disciplinary action or decision of dismissal. If you are seeking strategies such as these do not hesitate to contact us. We will assist you in the escalation of these plans. If you are willing to know more, please explore our blog section.

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