Organizations are always on the lookout for great workers, people who can become new employees and impact the bottom line. However, what about current employees?
 
Of course, you want to retain your best employees. And once you hire more workers, you want to retain them, too. But what if you have underperforming employees in your organization? How should you deal with them?
 
First of all, how do you spot such employees? In actuality, that is rather easy:
 

• They don’t contribute much value (in whatever way value is measured within the organization or by the individual’s job description).
• They don’t show enthusiasm for what they do.
• They’re not engaged, either in their job or in the organization overall.
• They don’t seem to fit into the company culture.

 
And this is just a starter list. It’s plenty, though, if you’re looking to identify employees who are underperforming.
 
There are basically two types of underperforming employees: those that an organization removes relatively quickly and those that stick around for a while. You might wonder about the latter scenario. Why would an organization allow an underperforming employee to remain on the payroll for an extended period of time if they’ve been underperforming for nearly the entirety of that time?
 
There is a litany of reasons, including the following:
 

• The employee was highly productive in the past.
• The employee has been with the organization for a long time.
• The employee was responsible for the creation of a product and/or service that brought the organization considerable revenue.

 
However, all of these reasons are past considerations. What’s important is the present (and the future). That’s why management must deal with and address underperforming employees, regardless of who they are or what they’ve done in the past.
 
With all of this in mind, below is a three-pronged plan of attack for dealing with underperforming employees:
 
#1—Investigate.
 
It’s always good to gather as much information as you possibly can about the situation. Perhaps the person is enduring a tough personal setback or something else about which you do not know.
 
Sit down with the employee and have a conversation. Ask them if there’s something they need in order to do their job better and if they’re enjoying their work. They might just come right out and tell you what’s wrong.
 
#2—Make suggestions for improvement.
 
Try the collaborative approach. Secure their buy-in regarding the changes that are needed. If possible, put together a plan that both of you can implement and execute.
 
#3—Challenge the employee to improve their performance.
 
This is where you set concrete expectations for the employee, especially if you do assemble a plan together. They need to know what is expected of them. And it should also be inferred that there will be consequences if they do not meet expectations in a timely manner.
 
There could be any number of reasons why employees within your organization are not engaged. If there appears to be many of them, perhaps there is a problem within the organization. It could indicate a troubling trend that needs to be addressed at a deeper level.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact Time Staffing today to find out more about our placement services for employers!

When you were young, you were probably asked, “What do you want to be when you grow up?”
 
You might have answered that you wanted to become a doctor, so you could heal the sick. Or maybe an engineer like your Dad, so you could build the tallest skyscrapers. Or perhaps a lawyer, so you could defend those who can’t defend themselves.
 
However, adolescent dreams often dissipate in the face of reality. As a result, finding a great job is tougher than you imagined. At some point, you might have taken a job just so you can cover the bills. (And that’s something that just about everybody has done.)
 
But can you really find—and enjoy—the job of your dreams?
 
You can, but you must plan carefully and then execute your plan. With that in mind, below are five steps to start your career planning NOW:
 
#1—Choose an occupation (if you haven’t done so already).
 
Everything flows from this critical first step. Deciding your specific career path will allow you to focus on your next steps, so give this careful thought and solicit the input of others if you believe it will help you make the correct decision.
 
#2—Research fields of specialization.
 
Every industry has a field of specialization, so explore those that exist within your chosen profession. A good idea would be to explore those in which you have an interest and/or a proficiency. As a general rule, the more you like something or like to do something, the better you will become at that something. Select the specialization that you’ll have a passion for in the long run.
 
#3—Plan your short-term and long-term goals.
 
Short-term and long-term goals apply to just about any endeavor, and this includes the plan that you have for your career. The first step in getting where you want to go is knowing where you want to go. The second step is knowing how you’re going to get there.
 
#4—Equip yourself with skills so you can climb the career ladder.
 
Most employers promote staff to managerial posts when they are ready to take on the role of management. This, of course, requires skills acquired over time. The earlier you hone your craft, the earlier your efforts will be recognized.
 
#5—Always think with the end in mind.
 
This means paying attention to how today will affect your ultimate goals. Every action you take and each relationship you build will have an impact on your future, so make sure those actions and relationships are positive in nature.
 
Planning a career is comparable to saving money and investing early. The earlier you put aside savings for rainy days, the more your money will grow. The earlier you start planning for your career, the more time you have to invest in that career . . . and the more it will grow, too.
 
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
 
Contact us today to find out more about the employment opportunities that are available in your chosen field!