How can you address underperformance during a performance evaluation?

Is there a job description and is it realistic? Was the job description given to the employee upon recruitment and what orientation, explanation of expectations and training was provided when the employee came onboard. Was a Continuing Professional Development plan put in place upon employment identifying the employee's goals for skill development? Have resources been negotiated and allocated to support that skill development? By reflecting back on the HR process it may help identify the root cause of underperformance.

First, start by acknowledging strengths and achievements. This sets a positive tone and reinforces what they do well. Next, address areas for improvement in a constructive manner, relying on observations, data, and their impact without solely focusing on shortcomings. Finally, collaborate on a development plan. Work together to set achievable goals aimed at enhancing skills for future performance. By ending on a positive note, highlighting their strengths and what makes them valuable, you maintain their motivation and encourage a proactive approach to improvement.

I go with the Good Better Best approach. Good is acceptable, Better is the aim and Best is exceptional. As the Manager/Supervisor, you have already highlighted areas where you observed poor performance and written a sentence that describes this. You have also written a sentence that describes the poor performance you observed. In the discussion on the topic, you ask the employee what could they have had to help their performance come in as good - what could you have done to help them be good. This places the focus on you, takes the potential heat out of the discussion and leads to clarity from the employee to best deliver a good result next time. A third sentence that describes the better outcome is the strive for sentence.

And don’t leave that two hours at conversation until the performance review If you’re not aligned along the way you’re setting the team up to fail

If the managers approach to the workplace has been empathetic, they will have observed the day to day challenges of staff and considered employer responsibilities for safety in the workplace, including difficult clients and incidents, workloads and team collaboration, then worked to achieve balance between rights and responsibilities. Work ethics can then be approached with an attitude of open humility that is supportive. Asking probing questions is an effective tool during an appraisal. When the employee feels listened to, respected and valued, they are motivated to be accountable and meet a challenge.

Provide specific feedback on areas needing improvement/ gaps, set clear expectations, offering support and resources and establish an action plan with measurable goals for improvement. Regular follow-up discussions and constructive feedback are important to monitor progress and ensure the individual receives the necessary assistance.

After addressing the root causes of underperformance & setting a positive tone, it's important to view the opportunities that come with it. Not only is there clear room for improvement, but it can also galvanize relationships and create a sense of unity. It encourages all involved to strive towards mutual growth and success.