Submitted by maschaar on
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Hello, I am looking for some suggestions to motivate a non-producing employee. I am a new manager in state government. I have inherited a group of 5 that has gone through reoorganization and the loss of a long time manager. There is one direct that has serious performance issues. This is state government, so I can't just let the employee go without a lot of documentation of many different interventions that I have tried. I would like to know what are some effective interventions that I can use.
Start with expectations
Hi Maschaar,
It is difficult to know where to start as all we know is that they are not producing. Below is a possible way you could approach it.
First, start getting to know them in your 1 on 1s. Use your time to ask questions about what they think their performance standards are. If they are in alignment with your expectations, then great. If not, the first thing is to reset their expectations of what level of performance is expected from them. You may also ask them if they think they are meeting those standards or what help they might need to increase their productivity/quality.
You may wish to have a side conversation with HR about that the performance expectations for that person's role are to ensure you and HR are on the same starting page.
Going forward, break their goal up into as many small, measurable chuncks as possible so you can both keep track of progress on a regular and frequent basis.
Assume they have positive intent even if the outcomes are not great. Much better to turn this employee around and keep that accummulated business knowledge in your company if you can. But if it doesn't turn around, you have a solid base to work from, with HR involved from the start.
Hope this helps a bit.
Kev