7 Steps to Supporting Low Performers

In any organization, people leaders play a pivotal role in nurturing and developing their teams. One common challenge they face is managing and improving the performance of individuals who may be struggling to meet expectations. Rather than viewing low performers as a roadblock, consider it an opportunity for growth and development both for you, as a leader, and that individual. 

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One way to address these perceived underperformers is to support them with a personalized learning path. Let’s walk through the steps for creating personalized learning journeys to help your team members thrive in their roles.

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Step 1: Pinpointing Skill Gaps

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Begin by collaborating with the employee to craft their skills profile. Help your employee identify all their skills that deserve a spot on their skills profile, and what proficiency in which they possess the skill. It should be an interesting exercise for you both – the employee might feel more confident seeing all their skills, and you may be surprised to uncover some hidden skills in your team. 

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Next, compare the employee's skills profile to the skills required for the role. This comparison will reveal the skills gap. By aligning these two sets of skills, we can uncover areas where additional training or development might be beneficial.

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Step 2: Setting Clear Improvement Goals

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With a clear understanding of the specific skill gaps pertinent to the employee's role, establish precise goals for improvement. Collaborate with the individual to define realistic and achievable targets that directly address these identified skill gaps. It's essential that these goals are tailored to bridge the specific areas needing enhancement within their role.

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Step 3: Crafting Tailored Learning Plans:

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Utilize the identified skill gaps from the skills profile to develop personalized learning plans. Tailor these plans to fill the gaps by incorporating various training methods, such as online courses, workshops, mentorship programs, and hands-on projects, specific to the identified areas needing improvement. This step is about creating a detailed roadmap for skill enhancement based on the employee's unique needs and the role requirements.

Step 4: Provide Ongoing Support and Feedback

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Establish a support system to guide the employee throughout their learning journey. Regular check-ins, feedback sessions, and mentoring can be instrumental in reinforcing positive behaviors and addressing any challenges. Encourage an open dialogue where employees feel comfortable discussing their progress and seeking assistance when needed.

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Step 5: Leverage Technology and Learning Platforms

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Explore innovative learning platforms and technologies to enhance the learning experience. Gamification, virtual simulations, and interactive modules can make the process engaging and effective. Consider integrating learning management systems (LMS) to track progress and identify areas that may require additional attention.

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Step 6: Encourage a Growth Mindset

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Foster a culture of continuous learning and improvement within the team. Encourage a growth mindset, where mistakes are seen as opportunities to learn and grow. Recognize and celebrate achievements, no matter how small, to boost morale and motivation.

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Step 7: Monitor and Adjust

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Regularly assess the effectiveness of the learning path and make adjustments as needed. Solicit feedback from the employee, peers, and supervisors to gain insights into the impact of the development plan. Be prepared to adapt the learning path based on evolving needs and circumstances.

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Conclusion

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Building learning paths for low performers is not only an investment in individual growth but also in the overall success of the team and organization. By taking a personalized and proactive approach, people leaders can empower their team members to overcome challenges, acquire new skills, and contribute significantly to the achievement of organizational goals. Remember, transforming low performers into high achievers is not just a goal; it's a journey of collaboration, support, and continuous improvement.