How to Manage Strong & Low Performing Team Members?

Managing a team of both high and low performers is difficult, but with the right approach, you will have a more balanced and productive workforce. For example, high performers need to be consistently challenged and nurtured, while low performers often require targeted support to improve their skills and motivation.

Tools like competency-based assessments and psychometric evaluations show an employee's strengths, weaknesses, and potential. This allows HR professionals in GCC Countries to create personalized development plans that help high performers reach new heights and guide low performers toward meaningful improvement as discussed below.

What Is Competency-Based Assessment?

Competency-based assessments are tools that evaluate an employee’s ability to meet specific job-related skills, behaviors, and competencies. They measure whether individuals have the necessary qualifications to perform their roles effectively.

For example, a financial analyst might be assessed by giving them tasks that test their ability to analyze complex data, solve financial problems, and use tools like Excel or financial software. The assessment would measure how well they interpret data, identify trends, and provide solutions, ensuring they meet the job’s required competencies.

What Are Psychometric Assessments?

Psychometric assessments measure a person’s mental abilities, emotional intelligence, personality traits, and behavior in the workplace. They show employers an employee’s potential for growth and leadership, beyond just technical skills.

For instance, a psychometric test might reveal that a mid-level project manager has a high EQ and strong leadership potential, even if their current performance is lacking. This insight allows HR to provide targeted development opportunities, such as leadership training or mentorship, to help the employee grow into a more effective leader.

How to Manage High Performers

High performers may become disengaged if they are not continuously challenged, leading to turnover and loss of talent. Competency-based assessments identify new skills or advanced competencies for high performers, helping them avoid stagnation in their roles.

To retain top talent, offer opportunities like leadership training, project management roles, or mentorship based on assessment results. For example, a top-performing sales executive can be assessed for leadership skills and prepared for a regional sales manager position.

You can also use psychometric assessments to evaluate their readiness for leadership, emotional resilience, and ability to handle team dynamics, ensuring they are not promoted into roles for which they are unprepared.

How to Manage Low Performers

Low performers may lack essential skills or motivation, negatively affecting team morale and overall productivity. Competency-based assessments identify specific areas where a low performer is struggling, such as technical skills or soft skills. For example, a logistics coordinator in Oman might have issues with problem-solving and time management. An assessment can pinpoint these gaps, allowing for targeted

Psychometric can also reveal whether underperformance results from a mismatch between the employee’s personality and the job requirements.

Practical Tips for HR Professionals in the GCC

The following tips will help you manage both strong and low performing team members in your company:

1. Customize development plans: use competency-based assessments to create personalized development plans for each employee, focusing on skill enhancement or smooth transitions to new roles.
2. Align assessments with organizational goals: ensure that all assessments are linked to the organization’s short- and long-term business objectives, especially given the fast-changing nature of GCC markets.
3. Continuous reassessment: regularly evaluate team members to monitor their progress, identify new leadership opportunities, and address any issues as they arise.
4. Encourage open communication: encourage regular feedback and open discussions between managers and employees to create a supportive environment.
5. Provide training opportunities: offer training sessions, workshops, or mentoring programs to help employees develop the skills they need to succeed.
6. Recognize and reward efforts: acknowledge employees' achievements and improvements to motivate them and boost morale.

Invest in Your Team

Managing both high and low performers is crucial for a successful team and competency-based and psychometric assessments offer HR professionals important insights to guide their decisions.  At Zenithr, we provide customized assessment tools designed for HR professionals in the GCC, ensuring your team achieves its full potential. Contact us to discover more solutions.

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