What is unacceptable performance?

Unacceptable performance in the workplace refers to an employee’s failure to meet expected standards and complete job duties satisfactorily. There are various reasons why an employee may demonstrate unacceptable performance, as well as steps that managers can take to address these performance issues.

What are some common causes of unacceptable performance?

There are a variety of potential causes of poor performance in the workplace:

• Lack of skills or training – An employee may not have the necessary skills, knowledge, or experience to complete their job duties successfully. Insufficient training can also contribute to subpar performance.
• Unclear expectations – If an employee does not clearly understand what is expected of them, it can be difficult to meet standards. Expectations regarding duties, productivity, processes, and quality of work need to be clearly defined.
• Lack of resources – Being unable to access the tools, equipment, materials, or information needed to execute job responsibilities makes achieving objectives difficult.
• Personal issues – Personal problems such as family concerns, financial stress, mental health issues, or substance abuse can negatively impact an employee’s ability to perform.
• Lack of engagement – Employees who are not engaged with their work are more likely to demonstrate poor productivity and performance.
• Improper placement – Sometimes poor performance stems from an employee being placed in a role that does not align with their strengths, interests, or capabilities.

What are some signs of unacceptable performance?

There are many possible red flags that can signal an employee is failing to meet performance standards, such as:

• Consistent failure to meet objectives and key results
• Making frequent errors or mistakes
• Producing low quality or quantity of work
• Missing deadlines or delays in project completion
• Failure to follow policies, processes, or procedures
• Demonstrating lack of effort
• Showing disregard for quality standards
• Consistent lateness or absenteeism
• Receiving complaints from colleagues, customers, or stakeholders
• Failure to improve after feedback or coaching

What impact can poor performance have?

Allowing unacceptable performance to continue without intervention can significantly impact an organization in many negative ways:

• Lost productivity and failure to meet goals
• Increased costs due to errors and reduced quality
• Lower staff morale and motivation
• Loss of customers or damage to external reputation
• Increased risk and safety issues
• Compromised innovation and competitiveness
• Enabling of mediocre standards

When should unacceptable performance be addressed?

Managers should not allow poor performance to go on indefinitely. Unacceptable performance issues should be addressed promptly through appropriate processes. The exact timeline for intervening will depend on the severity and impact of the performance gaps. However, as a general rule of thumb, performance issues should be addressed:

• After an initial discussion and expectations have been clarified
• After providing adequate training, resources, and reasonable time to improve
• After an employee has been given feedback and coaching but fails to change
• Before the poor performance becomes habitual
• Before it causes irreparable damage to the organization

What steps can managers take to address unacceptable performance?

Managers have several options when faced with unacceptable employee performance. The exact approach will depend on the causes and severity of the situation. Typical steps include:

1. Meet with the employee to discuss the performance gaps. Get their perspective on causes and agree on actions.
2. Clarify expectations and standards for satisfactory performance.
3. Provide coaching and feedback frequently. Offer encouragement as well as constructive criticism.
4. Develop a formal performance improvement plan with clear objectives, deadlines, and consequences.
5. Offer additional training, mentoring, or other development opportunities.
6. Evaluate if inadequate resources are contributing and address if needed.
7. Consult HR to consider placing employee on probation or reassignment.
8. Remove employee from position if performance does not sufficiently improve after interventions.

How can managers prevent unacceptable performance?

While some performance issues originate with the employee, managers can take proactive steps to help prevent unacceptable performance from developing in the first place:

• Set clear performance expectations and hold all employees accountable.
• Provide regular coaching and feedback – don’t wait for reviews.
• Offer adequate job training and development opportunities.
• Check in frequently and monitor workflows for early warning signs.
• Develop a positive and motivating work culture.
• Hire candidates whose skills fit the role and provide onboarding.
• Empower employees by removing obstacles and providing resources.
• Implement systems for early intervention at the first sign of lagging performance.

How can organizations support acceptable performance?

Organizations can take several broad actions to promote, facilitate, and sustain strong performance across all employees:

• Design efficient and collaborative work processes.
• Train people managers on performance management.
• Offer coaching and mentorship programs.
• Recognize and reward achievements.
• Facilitate open communication and feedback.
• Provide platforms for employee voice.
• Prioritize employee wellbeing and work-life balance.
• Uphold ethical leadership and organizational justice.
• Foster diversity, equity, and inclusion.

Conclusion

Unacceptable performance can significantly impair an organization’s ability to achieve its strategic objectives. However, implementing preventative measures, early interventions, supportive resources, clear expectations, and effective performance management can help curb issues. By promptly addressing poor performance and its root causes, managers can protect productivity, morale, quality, and reputation.