Turning a Low Level Employee Into a High Performer

The team manager works full-time. Some of them had little to no need for direction. Some of them tested limitations, while others can make you humble and teach you more lessons than you could have ever taught them. The end goal is to have a motivated and productive team. But the situation is everything but ideal. Teams frequently lack vision, are poorly organized, and perform poorly. This impacts the entire organization. How would you resolve this issue? How do you improve a team that isn’t performing well such that everyone who works for you is giving their all?

Since both job seekers and recruiters began utilizing application tracking systems, recruiters have had to develop more automated and sophisticated methods of locating and following qualified candidates. Using applicant tracking-integrated recruitment software is an important first step in streamlining your organization’s hiring procedures, but it must begin far earlier than that. Read on to learn how to turn a low level employee into a high performer.


Reality is perception, and it’s largely up to you as a manager to contribute to transforming that perception into a favorable one. The way you frame a challenge can make all the difference in whether it is seen as an impossible chore or a thrilling opportunity to try something new. Being sincere is essential to casting a new task in a favorable light. In the end, lies and manipulation will be harmful in the broken trust.

Role Model

The strengths and limitations of his team are known by a good leader. He would never give them unattainable objectives or assignments that he himself would never complete. Although the leaders set the example, it is essential for every team to have a member who can serve as a reference point. In addition to demonstrating that a goal can be accomplished, choosing one of them as a role model and using him or her as a person with the same skill set, capacity, and time also motivates and inspires the other team members to follow suit. This helps remove liabilities and excuse-making potential. You can accomplish it if your partner or colleague can.

Reward and Recognition

Recognize, value, and reward your top performers. And aid your underperformers by addressing their issues. Give him plenty of notice before finally letting him leave if he still has no desire to improve himself and is using up company resources. To create an effective and reliable team, rewards and recognition are essential.

Performance Visibility

The main issue with performance and team alignment is that each person works independently. You are unaware of your colleague’s statistics, strategy, method, and results. And he is unaware of yours. This means there is no way for you to approach him and learn from him if he brings in 100 prospects every week while you are only managing a minimum of 20. Team building includes a key component called performance visibility. How to do it is as follows: Transparency: Each team member or employee should be able to see how they and their team are performing. As a result, there is a sense of competition and a desire to succeed. The nicest thing about transparency is that it allows you to foster an atmosphere of teamwork. Everyone looks out for one another and works to ensure they each provide their best effort. As a mentor, your star performer should be paired with your poor performers so that the latter can improve their process and other weak areas.

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