How would you handle a situation where an employee is not performing well?
If I noticed an employee was not performing well, I would first ensure that I fully understand the issue by gathering all relevant information. I’d start by having a private conversation with the employee to discuss their performance and try to understand any underlying causes, whether personal, professional, or related to unclear expectations or resources. I’d listen actively and give them an opportunity to share their perspective.
Once I have a clear understanding of the situation, I would work with the employee to create a performance improvement plan (PIP) or set specific, measurable goals to help them improve. I would provide clear expectations, guidance, and any training or support they might need to succeed. Additionally, I would schedule regular check-ins to assess progress and offer feedback, making sure the employee knows they are supported.
If the performance issues persist despite these efforts, I would involve the relevant department manager or supervisor to discuss possible next steps, ensuring we follow company policies while also considering the employee’s well-being and development.
Note : This approach demonstrates empathy, clear communication, and a focus on collaboration and improvement.
