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1. No real idea of job description or expectations.
New employees are especially at risk of feeling lost in a new environment. If their job descriptions are unclear and you don’t tell them what you expect in terms of performance, it can hinder their ability to carry out simple tasks. The idea is to build a solid footing for a new employee to develop skills, which is why it’s important to fully outline job descriptions.
2. No clear goal or objective in sight.
Would you ever want to work towards an unknown goal? Most importantly, would you want to aimlessly go to work without a ‘why’ behind your job? Chances are that you wouldn’t, but many employees are expected to carry on their daily work without knowing what the bigger picture is. Having a clear idea of how their efforts contribute to the success of the company boosts workplace morale and makes it easier to work towards a common objective. Click here to find out more about how a time tracker can give a full picture of employees and the company’s goals.
3. Feedback that’s lacking or non-existent.
How should employees know when they’re doing a good job without feedback? Even if their performance could use improvement, choosing to provide constructive criticism can help an employee get back on the right track. It is up to you as to how you want to approach feedback. You may choose to do it informally off the record, or you may consider doing a regular review of everyone’s work.
4. No appreciation or affirmation of good work.
Employees do work to get a paycheck, but many love their jobs and want to feel valued by their company. Showing your appreciation for their performance and a proverbial pat on the back can go a long way in boosting morale.
5. The employee doesn’t have the necessary skills or personality.
Part of performing well at work is ensuring that employees are a good match for their job descriptions. This entails knowing they have the right personality, education, and skillset to do a fantastic job. Poor performance is often attributed to an employee lacking expertise or experience in a certain field which translates to lacking productivity.
6. Poor relationships between management and staff.
If there’s a lack of trust or respect between staff and management, it can start to show in the productivity of the company.
7. No potential for a raise or development.
Employees want to build careers, and even if they’re starting out in the field, knowing they can ascend and get a promotion is a motivational factor. They are more likely to give their work their all knowing they have potential for growth.
8. Negative personal issues.
Personal problems that include illness, family death or relationship troubles may not have to do with the workplace, but it can impact the productivity of a certain employee.
9. Unrealistic demand and expectations by management.
Employee performance can decrease when they feel disheartened and pressured by unrealistic goals and expectations from management. Not only do staff members lose their love for their work and motivation in this way, but they are more likely to make mistakes and suffer from burnout.
You may also like: Employee Underperformance – Reasons and Steps to Manage
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