8 วิธีบริหารเมื่อคนในองค์กรขาดทักษะ | 5 Minutes Podcast EP.1881

Summary

In this video, the host discusses the issue of underperformers in the workplace, those who fail to meet set goals or standards despite effort. Key traits of underperformers include low-quality work, lack of necessary skills, poor time management, and difficulties in collaboration. To address underperformance, the video suggests strategies like clear communication, identifying underlying causes, providing training, setting short- and long-term goals, and regular feedback. The video emphasizes the importance of developing employees before resorting to drastic measures like termination, as retaining underperformers can hurt overall team performance.

Takeaways

• 😀 Underperformers are individuals whose work consistently falls short of set goals and organizational standards.
• 😀 The main causes of underperformance can include lack of necessary skills, poor time management, or personal issues.
• 😀 An underperformer may not necessarily be considered 'deadwood' but still fails to meet the expectations required for their role.
• 😀 Continuous skill development is critical in modern work environments where demands evolve rapidly.
• 😀 Time management issues can hinder the ability to complete tasks on schedule, further impacting performance.
• 😀 Underperformers may struggle with teamwork and collaboration, especially when their work delays others.
• 😀 A lack of creative problem-solving can also contribute to underperformance, as they might struggle to find solutions.
• 😀 To manage underperformers, it's crucial to have open conversations to reset expectations and identify root causes of underperformance.
• 😀 Providing support, training, and necessary resources is essential in helping underperformers improve.
• 😀 Regular feedback and one-on-one check-ins are necessary to track progress and offer constructive guidance.
• 😀 If improvement is not achieved, more serious measures, such as reassignment or termination, may be necessary for the benefit of the organization.

Q & A

What is an underperformer, as described in the video?

An underperformer is an employee whose work consistently fails to meet established goals or standards, despite their efforts.

What are some key characteristics of an underperformer?

Key characteristics of an underperformer include not meeting performance goals, delivering work below organizational standards, lacking necessary skills, struggling with time management, difficulty collaborating with others, and showing a lack of creativity in problem-solving.

Can an underperformer be considered the same as a 'deadwood'?

No, an underperformer is not necessarily 'deadwood.' While deadwood refers to employees who have stopped contributing altogether, underperformers may still be trying but unable to meet expectations due to various challenges.

What are some reasons that might contribute to an employee becoming an underperformer?

Reasons can include a lack of necessary skills for the job, insufficient training or support, personal issues, or a lack of motivation or engagement.

Why is it important to address underperformance in the workplace?

Addressing underperformance is crucial because it can hinder team productivity and overall organizational success. If underperformers are not managed, they may slow down the company's progress, especially in competitive industries.

What is the first step in managing underperformers effectively?

The first step is to have a direct conversation with the employee to discuss the issues, realign expectations, and clarify what is required moving forward.

How can organizations identify the root causes of underperformance?

By engaging in open discussions with the employee to understand whether the underperformance is due to a lack of skills, insufficient training, personal issues, or lack of motivation.

What role does setting clear goals play in managing underperformers?

Setting clear, specific, and achievable short-term and long-term goals helps to guide the underperformer, measure progress, and provide a clear path for improvement.

How important is feedback in the process of managing underperformers?

Feedback is crucial for helping underperformers understand their weaknesses and areas for improvement. Regular, constructive feedback ensures they know where they need to adjust and helps maintain accountability.

What should an organization do if an underperformer shows no improvement despite support and feedback?

If an underperformer continues to fail to improve despite efforts, the organization may need to consider more serious steps, such as reassignment or, as a last resort, termination.

What does the speaker mean by saying that the demand for skills is increasing rapidly?

The speaker emphasizes that the pace at which required skills are evolving in the workforce has accelerated, meaning that employees must adapt quickly to stay competitive and meet performance standards.

Why is communication critical in managing underperformers?

Communication is vital for clearly understanding expectations, providing feedback, addressing issues early, and offering support. Without strong communication, resolving performance issues becomes much more challenging.