How to Improve Underperforming Employees' Performance

Debbie’s Chronicle of a Growing HR Mind – Entry #9 The First Brush with Performance Management 📌 “When Feedback Became a Growth Tool” When I was asked to conduct a performance appraisal and submit the report, I saw it as a routine HR task; gather the data, review the output, and note down areas for improvement. Simple enough, I thought. But the real test wasn’t in the paperwork; it was in the conversation that followed. One team member’s results fell below expectations. I prepared my notes, ready to discuss what needed fixing. But as we spoke, I noticed their tone shift ,from guarded to weary. It wasn’t defiance; it was discouragement. So I stopped, set the form aside, and asked, “What’s been going on lately?” “What’s been challenging for you lately?” Those questions opened a door. I learned about personal struggles, unclear goals, and the need for more guidance. It hit me that performance management isn’t about scoring people; it’s about seeing them. From then on, I approached appraisals as growth conversations, not grading sessions. Feedback, I realized, is less about judgment and more about journey, helping people move from where they are to where they could be.  I’ve learned that performance management works best when it’s continuous, compassionate, and constructive. Feedback, when done right, doesn’t just correct; it connects, builds trust, and drives growth. 🗝️ HR Insight: A true performance appraisal doesn’t end with a report, it begins with a relationship. Feedback is not a one-time event; it’s an ongoing dialogue that shapes performance and strengthens people. 💭 Have you ever seen feedback transform from criticism into connection?

Hosted a session on the performance tool i created for performance evaluations and feedback, which are crucial for employees because they: Help employees set goals and priorities: By setting specific goals and priorities, employees can focus on what's important and work towards achieving them. Provide feedback and coaching: Regular feedback and coaching help employees understand their strengths and weaknesses, allowing them to improve and grow in their roles. Foster accountability: Performance tools hold employees accountable for their work and encourage them to take ownership of their responsibilities. Support employee development: By identifying areas for improvement, performance tools can help employees develop new skills and knowledge, leading to career advancement opportunities. Enhance employee engagement: Regular feedback and recognition can boost employee morale and motivation, leading to increased job satisfaction and reduced turnover. Improve communication: Performance tools facilitate open communication between employees and managers, helping to resolve issues and address concerns in a timely manner.

It can be tempting to hire someone and assume they will thrive without further support. You matched them to the job, provided training, and expect everything to run smoothly. Whether you know the role well or not at all, leaving them to it can seem like the easiest option. But this hands-off approach can backfire. If an employee is under-performing, the issue may go unnoticed for too long, affecting the business. If they excel but their efforts are not recognised, they may leave for a role where their talents are valued. Performance management matters. Here’s why: https://ow.ly/XwE150X1wso

It can be tempting to hire someone and assume they will thrive without further support. You matched them to the job, provided training, and expect everything to run smoothly. Whether you know the role well or not at all, leaving them to it can seem like the easiest option. But this hands-off approach can backfire. If an employee is under-performing, the issue may go unnoticed for too long, affecting the business. If they excel but their efforts are not recognised, they may leave for a role where their talents are valued. Performance management matters. Here’s why: https://ow.ly/TSbH50X1wsn

It can be tempting to hire someone and assume they will thrive without further support. You matched them to the job, provided training, and expect everything to run smoothly. Whether you know the role well or not at all, leaving them to it can seem like the easiest option. But this hands-off approach can backfire. If an employee is under-performing, the issue may go unnoticed for too long, affecting the business. If they excel but their efforts are not recognised, they may leave for a role where their talents are valued. Performance management matters. Here’s why: https://ow.ly/wu7z50X1wE9

The Importance of Performance Management in a Company Performance management is a critical HR tool that helps align employee performance with organizational goals. It goes beyond annual appraisals by creating a continuous process of setting clear expectations, providing regular feedback, and supporting employee development. Through effective performance management, HR can identify high performers, address performance gaps early, and create targeted development plans. It also fosters transparency, boosts employee engagement, and encourages accountability across all levels. Ultimately, a strong performance management system empowers HR to drive productivity, improve retention, and build a culture of excellence within the organization.

Performance Review Procrastination: Why Manual HR Processes Hurt Teams 👥 Performance reviews are six months overdue, employee development plans exist only on paper, and your best talent is leaving because they feel undervalued and directionless. Manual HR processes aren't just inefficient—they're destroying your company culture and competitive advantage. The human cost of manual HR management: • 69% of employees don't receive regular feedback • Companies with regular performance discussions see 14% lower turnover • 58% of employees would leave for better career development opportunities • Manual HR processes consume 40% of HR team time I worked with a tech startup that was losing top performers because their manual performance review process was so cumbersome it rarely happened. Employees felt neglected, career paths were unclear, and team morale was plummeting. Manual HR processes create people problems: • Inconsistent performance evaluation across managers • Delayed feedback reduces impact and relevance • No systematic career development planning • Compliance risks from incomplete documentation • Administrative burden prevents strategic HR focus Your people are your most valuable asset. When HR processes are manual and inconsistent, you can't maximize their potential or keep them engaged. Automated HR and performance management transforms employee experience: • Regular feedback cycles happen automatically • Consistent evaluation criteria across all roles • Career development plans with automated milestones • Real-time visibility into team performance trends • Compliance documentation generated automatically After implementing HR automation, that startup reduced turnover by 40%, increased employee satisfaction scores by 50%, and freed up HR team time to focus on strategic initiatives like culture building and talent acquisition. Your team's growth and satisfaction directly impact your business success. Don't let manual HR processes limit your people's potential. Ready to transform your HR processes and boost employee engagement? Let's discuss how automation can strengthen your team. Send us a message. #HRAutomation #PerformanceManagement #EmployeeEngagement #TalentRetention #HRTech #WorkforceManagement #EmployeeExperience #TeamDevelopment

It can be tempting to hire someone and assume they will thrive without further support. You matched them to the job, provided training, and expect everything to run smoothly. Whether you know the role well or not at all, leaving them to it can seem like the easiest option. But this hands-off approach can backfire. If an employee is under-performing, the issue may go unnoticed for too long, affecting the business. If they excel but their efforts are not recognised, they may leave for a role where their talents are valued. Performance management matters. Here’s why: https://ow.ly/8CFr50X1wxR

According to Lattice’s 2026 State of People Strategy Report, performance management has overtaken employee engagement as HR’s top priority for the first time in six years, signaling a return to “back-to-business basics.” Still, engagement remains closely linked, as HR leaders use tools and AI to strengthen both productivity and retention. More from HR Brew: https://lnkd.in/ewNG_GeG #hr #strategy #peoplemanagement #performance #retention