As a manager, it can be frustrating when you have employees who are not meeting their goals or performing at their best. You may feel like you've tried everything to motivate them, but nothing seems to work. However, before you give up on these underperforming employees, it's important to understand that there are ways to motivate them and help them reach their goals.

In this article, we'll explore the importance of employee engagement and creating a working culture in motivating underperforming employees with a help of Trainual.

Trainual is a software platform that helps businesses document their processes, policies, and procedures, and then train their employees on them. It's like a central hub for all of your company's important information, and it makes it easy for employees to find what they need and when they need it.

The Importance of Employee Engagement

Employee engagement refers to the level of commitment and enthusiasm an employee has toward their job and the organization they work for. Engaged employees are more likely to be motivated, productive, and committed to their work.

On the other hand, disengaged employees are more likely to underperform and have a negative impact on the overall morale and productivity of the team. In fact, according to a Gallup study, disengaged employees cost the U.S. economy up to $605 billion in lost productivity each year.

So the big question is how can you increase employee engagement and motivate underperforming employees?

One way is by creating a feedback culture.

Creating a Feedback Culture

The Importance of Feedback

Feedback is a crucial component of employee engagement and motivation. It allows employees to understand how they are performing and what they can do to improve. However, feedback should not be limited to just annual performance reviews. It should be an ongoing process that is ingrained in the company's culture.

How to Create a Feedback Culture

Here are some steps you can take to create a feedback culture in your organization:

1. Encourage open communication: Communication is key in motivating underperforming employees. Make sure to regularly check in with them and have open conversations about their performance. Listen to their concerns and feedback and work together to find solutions. This will not only help improve their performance but also show them that you care about their success.

2. Provide regular feedback: As mentioned earlier, feedback should not be limited to just annual performance reviews. Make it a regular practice to provide feedback to employees on their work, both positive and constructive.

3. Train managers on giving feedback: Managers play a crucial role in creating a feedback culture. Make sure they are trained on how to give effective feedback and are comfortable doing so.

There are various feedback methods like BIQ, DESC, and SANDWICH which identifies areas for improvement and provides additional support and resources based on direct input from employees.

By creating a feedback culture, you can not only increase employee engagement but also motivate underperforming employees to reach their goals.

How to Motivate Underperforming Employees

1. Identify the Root Cause

Before you can effectively motivate an underperforming employee, it's important to understand the root cause of their underperformance. Is it due to a lack of skills or knowledge? Are they facing personal issues that are affecting their work? Are they not receiving enough support or resources? Identifying the root cause will help you determine the best course of action.

2. Set Clear and Attainable Goals

One reason employees may underperform is because they are not clear on what is expected of them. Encouraging a growth mindset within the organization sets the stage for continuous improvement.

Trainual empowers employees to achieve their goals by providing clear roadmaps, targeted training, timely recognition, and fostering a positive work environment where mistakes are seen not as setbacks but as opportunities for refinement.

3. Provide support and Resources

Sometimes, underperforming employees may just need a little extra support or resources to help them improve. This could be in the form of additional training, mentoring, or access to tools and technology. By providing the necessary support, you can help employees develop the skills and knowledge they need to perform at their best.

4. Recognize and Reward Good Performance

Employees who feel appreciated and recognized for their hard work are more likely to be motivated and engaged. Make it a point to recognize and reward good performance, whether it's through a simple Thank You or a more formal recognition program. This will not only motivate the employee being recognized but also inspire others to perform better.

If you also need to establish a process to hype up your team? Get started with the Trainual Employee Rewards & Recognition Process template. It contains starter content for everything about rewards and recognition in a company — like why you have rewards, who is eligible for rewards, and how awards are selected and presented.

5. Create a Development Plan

For underperforming employees who may need more guidance and support, creating a development plan can be beneficial. This plan should outline specific steps and goals for the employee to work towards, as well as a timeline for achieving them. This will not only help the employee improve their performance but also show them that you are invested in their growth and development.

Conclusion

Motivating employees who are underperforming can seem challenging, but you can help them meet their goals and become valuable members of your team by creating a culture of feedback and following these tips. Working with the right HR partners, such as Tru Art HR and Trainual, plays a pivotal role in providing personalized training, and it can inspire a renewed commitment to success. Remember, employee engagement and motivation are crucial to any organization's success, and it's the manager's responsibility to foster an environment that promotes both.

 

Author: Oksana Day, SHRM-CP