Are Supervisors Responsible For Poor Employee Performance?

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Are you the reason why youremployee isn't the solid performer that you believed that you hired?

Don't get me wrong. Staff are accountable with regard to the quality of their work.

There are situations where your staff member's bad overall performance has a great deal to do with your current style of management.

|Because of a range of managing styles that vary from micromanaging to giving workers mixed messages, your employee's performance may possibly be negatively seriously affected.

What are some of the warning signs that will help you to assess whether your employee truly lacks the experience that you need for the role, versus lack of direction or resources from you?

Consider this:

1. Did you take the time to orient your employee to the workplace when you hired him or her

2. Have you taken the time to help your employee understand how his or her job aligns with your department or company goals?

3. Is it clear who your employee should turn to when there are questions?

4. Is there a current job description on file for your employee and does the employee have a copy of it? Did your employee have the opportunity to ask questions?

5. Is your employee's workload reasonable, or are they really performing the equivalent of two jobs based on the workload and lack of resources?

6. Have you communicated your department or company goals and your vision for the company with your employee?

7. Do you make your work expectations clear or have you left it up to your employee to second guess what direction you'd like for them to take with a task or project?

8. Do you send mixed messages to your employee; expecting them to take initiative on a project one day and then micromanaging their work the next?

One "yes" response to just one of eight questions means that you may be at least partly to blame for poor performance.

So, what should you do to turn things around? Try:

*Orienting new employees to your organization

*Creating up-to-date job descriptions for each role in thecompany that summarizes the primary skills and duties for the position

*Being transparent so that employees understand what you need from them

*Providing resources to help employees be successful

*Making yourself accessible to employee inquiries

*Support additional training and professional development as appropriate for the role

It's not always easy to identify the underlying issue when it comes to your poor performers.

If you are wondering why an employee who had so much promise when you first hired them seems to be floundering, be sure that you are not contributing to their inability to be successful in the role. With a little effort, you may turn that problem employee into a superstar.

About the Author:
Small Business? New to supervising, or just need advice? Dianne Shaddock can help you with your employee hiring and managing needs through her easy to follow and timely podcasts, articles, and email newsletter. Get your free report: "Giving Employees What They Really Want".



Article Originally Published On: http://www.articlesnatch.com


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