How to Help Low Performers

Source: Accounting Office Management & Administration Report

Because of staff shortages, the incidence of low performance may be high. Firing low performers may not be an option. Here are some things to do:

• Make sure everyone understands the standards for good performance. Be specific. Rather than tell someone to be more “proactive,” tell him how (e.g., communicate specific information to clients).
• Don’t tolerate the alienation of colleagues or clients just because the person produces a lot of good work
• Confrontations, if they’re necessary, should take place when the poor performance takes place. Don’t wait.
• Don’t wait for performance reviews to give feedback, whether positive or negative.
• Celebrate minor improvements. Don’t wait for a complete turnaround.
• Partners and managers must be trained in coaching others. No system is effective without this.

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From Accounting Office Management & Administration Report, January 2008, p. 1. For subscription information contact Institute of Management & Administration, Inc., 3 Park Avenue, 30th Floor, New York, NY 10016-5902. One-year subscription $399. 212-244-0360, [email protected].

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