Let’s go through 15 proven methods to effectively deal with an underperforming employee.

1. Using authority positively.
2. Good communication skills.
3. Turn failure into an opportunity to learn.
4. Commend effort.
5. Develop existing strengths.
6. Maintain an open environment.
7. Develop yourself and your team.

Extracting Talent: How to Unlock the Full Potential of Each of Your Employees

1. Become a Better Leader of the Team.
2. Find Out What Provides Motivation to Your Employees.
3. Provide Constructive and Helpful Feedback.
4. Build an Environment Where People Want to Collaborate.

10 Ways to Unleash Your Employees’ Full Potential

1. Work on yourself so that you won’t make mistakes.
2. Schedule frequent one-on-ones.
3. Encourage a supportive work culture.
4. Stretch their boundaries.
5. Make it easier to turn ideas into action.
6. Help them improve their time management.
7. Allow employees to be themselves.
8. Let them know how they fit into the bigger picture.

1. Question yourself.
2. Avoid emotional confrontation.
3. Be prepared.
4. Be specific.
5. Deal with underperformance as soon as possible.
6. Understand external factors.
7. Give appropriate training.
8. Understand what motivates your employees.

The term “Potential” is typically used to suggest that an individual has the qualities (e.g. characteristics, motivation, skills, abilities, experiences etc.) to effectively perform and contribute in broader or different roles in the organisation, at some point in the future.

Here are 22 characteristics that define most high-potential employees.

1. They’re good at what they do.
2. They jump on leadership opportunities.
3. They work well autonomously.
4. They take initiative.
5. They are interested in where the company is going.
6. They don’t buckle under pressure.
7. They ask questions.

five percent

The advantages to telling select employees that they have high potential include: Increased retention, motivation and commitment. By telling high potentials that they have promising futures within the company, they’ll become (and remain) more invested.

“High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner.

How to Identify Top Performers and Future Leaders

1. Quality as job one. Top performers consider quality a priority over simply getting things done.
2. Skills development.
3. Fearless decision-making.
4. Desire for input.
5. Self-direction.
6. Cool under pressure.
7. Good people skills.

Surveys show that around two-thirds of top performers state that they have left an organization because there were no training opportunities. Everyone benefits if you focus on how you can improve the qualities of your employees. Investing in your top performers is essential to retain them.

Here are eight ways to recognize your top performers.

1. Thank you. It doesn’t need to be fancy, you can simply say thank you.
2. Unique award.
3. Public acknowledgement.
4. Write about them.
5. Educational opportunity.
6. Increased responsibility.
7. Flex schedule.
8. Bonus.

To help you spot low performers who are working remotely, look for these five warning signs:

1. Frequent “Misunderstandings” About Assignments.
2. Missed Deadlines.
3. Poor Communication and Collaboration with Colleagues.
4. Incomplete or Inaccurate Work.
5. Lack of Enthusiasm and Energy.

A high performer recognizes that they’re part of a team and are willing to adapt to changes in the workplace. Low performers tend to resist change and stick to what they were hired to do – and only what they were hired to do.

There are three basic types of poor performance: unsatisfactory work content — in terms of quantity, quality, etc; breaches of work practices, procedures and rules — such as breaching occupational health and safety requirements, excessive absenteeism, theft, harassment of other employees, etc; and.

A Manager’s Checklist for Dealing with Low Performers

1. Check #1: First, accurate and well-documented performance records will be critical during this season.
2. Check #2: Second, plan ahead.
3. Check #3: Carefully create a step-by-step performance improvement plan that allows the employee to gain the training that he or she may lack.

A much better approach would be to improve the performance of the bottom performers and here are three tips to help.

1. # 1 – Positive Feedback. Try to catch them doing something right and offer some positive feedback.
2. # 2 – Corrective Feedback.
3. #3 – Stop Ignoring Your Bottom Performer.
4. Join our community on Facebook.

Research provided by TechRepublic…

1. Clearly define work duties.
2. Appreciate, acknowledge, and reward employees’ good work.
3. See if there’s an underlying and solvable motivation problem that can transform this individual into a high performer.
4. Encourage employees to apply for higher level positions.

How to manage high performers

1. Stress flexibility, not micromanagement.
2. Give consistent, constructive feedback.
3. Give them what they need to succeed.
4. Tell them how they can contribute and benefit.
5. Provide opportunities for personal and professional growth.
6. Group your top performers with like-minded employees.

Here are 5 most effective tactics for motivating high performing employees:

1. Tactic #1: Engage them. A high performing employee’s greatest enemy is boredom.
2. Tactic #2: Help them improve. High performing employees are driven; they want goals.
3. Tactic #3: Give them independence.
4. Tactic #4: Inspire them.
5. Tactic #5: Involve them.

Top Tips to Manage Genius Employees

1. Genius Employees Respect Merit, Honesty, and Fairness.
2. Genius Employees Expect Respect for Their Accomplishments.
3. Genius Employees May Question Knowledge and Skill but Never Experience.
4. Genius Employees Enjoy Innovation and Appreciate Management’s Support.

There’s always potential for strengthening performance, improving the relationship, or achieving the ​a new goal.

• ​High-performers want data-driven feedback.
• High-performers want to know where they can improve.
• High-performers want radical candor and improved self-awareness.
• ​High-performers want to shape their future!

High performers stand out from average performers in any organization. They consistently exceed expectations, and are management’s go-to people for difficult projects because they have a track record of getting the job done. As a result, most managers focus exclusively on performance, and that can be a problem.

Top performers are self-motivated. They also have a good understanding of what their specific goals are and how they can best achieve them. For example, one team member may be strongly motivated by positive feedback, while another responds best to autonomy.

Here are 14 unique motivational techniques from other entrepreneurs that you can try with your employees:

1. Gamify and Incentivize.
2. Let Them Know You Trust Them.
3. Set Smaller Weekly Goals.
4. Give Your Employees Purpose.
5. Radiate Positivity.
6. Be Transparent.
7. Motivate Individuals Rather Than the Team.

While not everyone can be above average, the more mediocre talent you have in a business, the more likely it is to have a negative effect on those who can really make a difference. This creates retention and motivation issues for your higher performers.