The Hillspring School

*Dear School Leaders,*

We can manage them better!

Let me share with you *seven ways* to manage an underperforming employee

The worst thing we can do as a school administrator/leader when dealing with *underperforming employees* is to yell, publicly belittle them or threaten them with firing.

Using this method has some negative consequences like loss of *productivity*, increased mistakes, disgruntled employees, strong performers becoming demoralized, *a culture of mediocrity* and workplace bullying e.t.c

Here are *seven actionable* tips I have used to manage an underperforming employee:


1. Set *performance goals* and have a performance appraisal system in your school that ties in with promotion and benefits. Have clear policies on *expectations* and *actionable consequences* for not delivering. Be consistent with enforcing the consequences.


2. Discuss privately with the employee without bias to determine the reasons for the *non-performance.* Come up with possible solutions to the problem with the employee.

3. Document the *discussion,* solutions you both came up with, and the plans for improvement with timelines.

4. Ensure regular *check-ins and follow-ups.*


5. Offer *training* if the non-performance is due to skill deficiency.

6. Recognise and *appreciate progress*. Be vocal about the change you have noticed.

7. Decide to *reassign the employee* or terminate the appointment if you have exhausted all options and performance did not improve

Please share with me some productive ways you have used to manage an underperforming employee

I hope you find this useful

This is The Hillspring School saying welcome to a warm, cosy and endearing environment for all of your kids/wards educational, emotional, psychological and spiritual welbeing. You will be glad you came

Please let us know what you think about us