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What To Do When Employee Performance Issues Happen

Running a practice comes with a lot of challenges, and one of the challenges will be finding good help. 

You have probably heard that it is difficult to find good help these days, and you need to do everything you can to retain your talented employees. On the other hand, there are some employees who may have a difficult time meeting expectations.

What do you need to do if employee performance issues happen? Take a look at a few important tips below, and do not hesitate to reach out to an expert who can help you.

Common Issues With Employee Performance You Might Notice

Every employee is different, and you will probably notice different performance issues among your employees. Some of the most common issues that you might notice include:

Showing Up Late and Leaving Early

One of the most common problems that you might have with your employees is showing up late and leaving early. There are some employees who may feel like they can show up late because other people are there to pick up the slack. Then, there are other employees who might consistently try to duck out early to beat the traffic. It can be frustrating not only for the practice but also for other employees when certain team members are not there.


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Not Being a Team Player

Another common issue that employers have is employees who are not willing to be team players. Even though every employee has individual responsibilities, there are situations where employees need help. They might reach out to one of their colleagues for assistance, only to be turned down. This can lead to frustration among employees and cause friction in the office. This is something that has to be addressed quickly.

Making Personal Calls or Scrolling Through Social Media on Company Time

Some employees also try to make personal calls on company time. Perhaps they want to reach out to a friend to catch up, or maybe they want to call the cable company to handle an issue at home. In other cases, employees might text their friends or scroll through social media. It can be tempting to let the slip, but if you don't address it, the problem will only get worse. Employees should be expected to focus on work when they are at work.

Being Rude to Patients and Family Members

In medical practice, the patient should always come first. It can be frustrating when employees are rude to patients or their family members. Undoubtedly, there are some patients and families that are going to grind on your nerves, but it is important to maintain professionalism. You should expect the same from your employees.

What do you need to do when you address poor employee performance?

Document Everything

First, you need to make sure that you document everything. Keep in mind that if the employee's performance does not improve, you may have to fire him or her. There needs to be a long paper trail indicating what remedies you attempted before firing the employee. Furthermore, documenting everything will be important to ensure there is no confusion down the road. If you provide your employees with corrective suggestions in writing, you can go back to them later if their behavior does not improve.


Be Thorough

Of course, everyone tries to be nice. Even though you should certainly be nice to the employee, you need to be thorough. You must discuss the problem in its entirety. Make sure the employee doesn't feel like you are simply having a friendly chat in the office.

You don't want to hurt the employee, but you also want to ensure there is no room for misinterpretation.

Correct the Behavior, Not the Person

Even though you might be disappointed when one of your employees is not meeting expectations, you need to focus on the behavior, not the person. Focus on what you have seen or what other people have seen. Do not try to attack the employee personally.

If you use personal attacks to try to communicate your point, the employee is simply going to tune out.

Keep in mind that you need to get both sides of the story. You should be prepared to listen, consider valid reasons, and give the employee an opportunity to state his or her case.


How HR for Health Can Help

Ready to get started with HR for Health? Contact us today to set up a fifteen-minute consultation and learn more about how HR for Health can help your practice grow and protect you from various HR challenges - including bullying. 

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