AU & NZ
SG
MY
US
IE
13 ways to improve employee work performance
Learning & Development professionals play a vital role in shaping how teams perform. By measuring employee work performance, they can deliver tailored learning initiatives to close skills gaps and deliver real business impact. Whether your focus is upskilling, motivation, or adapting to hybrid and remote setups, these tips will help you understand how to improve work performance across your business.
In this article, we’ll explore the reasons why performance can dip, and what you can do about it. We’ll also provide 13 proven strategies that will help you to understand how to improve employee performance at work across the entire employee lifecycle, from refining onboarding processes to investing in individual professional development.
What is employee work performance and why is it important?
Work performance refers to how effectively an employee completes their job responsibilities, meets targets, contributes to their team, and supports business goals. Strong performance helps to drive results, maintain high service levels and reduce employee turnover, while poor performance can impact team morale, slow down growth, and increase training costs.
The quality of performance can impact productivity, profitability and overall employee morale. Knowing how to improve employee performance at work is therefore critical to sustaining a productive and motivated workforce. By assessing the quality, quantity and efficiency of their work, you can gain useful insights into your organisation’s overall health.
Common causes of poor employee work performance
Before you can work out how to improve team performance at work, you need to understand what’s holding it back. Poor work performance doesn’t usually stem from laziness or disinterest; it’s often a result of misaligned goals, ineffective processes, or external pressures. Let’s explore some common causes of poor employee performance.
Lack of clear direction
Without a clear understanding of what’s expected of them or why it matters, employees can quickly become disengaged. They may lose focus or struggle to prioritise tasks, leading to inconsistent work performance and reduced productivity.
Ineffective training or onboarding
Poor training undermines confidence and productivity, which can affect performance at every level. New hires who don’t receive proper onboarding often struggle to meet expectations, and even experienced employees can underperform if they’re not trained to use new tools or methods.
Outdated tools or processes
Slow, manual systems and inefficient processes can be frustrating for employees, particularly when better options exist. Whether it’s outdated software, redundant approval steps or a lack of automation, these roadblocks waste time and harm overall work performance.
Unengaging work
Employees who find their day-to-day work dull or repetitive are more likely to feel engaged. If tasks lack variety, challenge or meaning, motivation naturally drops. This is particularly the case for employees without clearly defined goals or career paths.
Skills gaps in the workforce
A lack of necessary skills can be a major blocker to work performance, and is becoming an increasingly prevalent issue as technologies and industries change. For example, the fast expansion and adoption of AI has created a gap that some businesses are struggling to keep up with.
Unrealistic workload expectations
What may look like low performance is often a sign that staff are stretched too thin. Overloaded employees can’t perform at their best, and constant pressure to meet impossible deadlines or juggle too many priorities quickly leads to burnout.
Unsuitable working environment
From noisy open-plan offices to broken equipment, the working environment plays a big role in productivity. Conflict among teams or a lack of access to the right tools can also create stress and distraction, further impacting work performance.
External factors
Not all performance issues stem from inside the business. Personal health problems, family issues or financial concerns can all affect an employee’s ability to focus, and may have a long- or short-term impact on their performance.
How to improve work performance: 13 top tips
Now that we’ve covered the causes, let’s explore how to improve work performance in your business. We’ve put together 13 actionable strategies that will help you to motivate teams and increase their output while also boosting employee engagement.
1. Set clear, actionable goals
When setting goals, either for professional development or completing tasks, make sure they’re specific, measurable, achievable, relevant, and time-bound (SMART). This gives employees a concrete roadmap and helps managers to accurately monitor progress. Align goals with career growth so staff feel that their work contributes to long-term success, not just daily output.
2. Audit your onboarding and training processes
Poor onboarding can derail performance from the outset. Review how new employees are welcomed, trained, and supported to ensure an effective new hire experience. It’s also important to tie ongoing development to each role’s requirements and evolving business needs to keep learning relevant and effective.
3. Optimise your ways of working
Take a close look at your systems and workflows. Is there outdated tech slowing your team down? Could repetitive admin be automated? Don’t be afraid to redesign how your teams collaborate. Streamlining processes helps to cut out wasted time and lets employees focus on high-value work.
4. Reward and recognise employees
Recognition boosts morale. It doesn’t have to be expensive or formal – just saying thank you for someone’s hard work can go a long way. From shout-outs in team meetings to small bonuses, recognising achievements shows employees that their contributions are valued.
5. Implement a skills-based recruitment strategy
If you’ve identified key skills gaps, use these insights to shape your approach to recruitment. A skills-based hiring model can help you to build stronger, more agile teams by prioritising capabilities over credentials. Instead of focusing solely on relevant job titles, look for transferable skills that align with business needs.
6. Re-evaluate workloads and deadlines
Deadlines should push employees to perform but should always be achievable. Low work performance across multiple teams could be a sign that you’re expecting too much. Reassess workloads, redistribute responsibilities, and consider hiring if necessary.
7. Minimise distractions in the workplace
Whether it’s excessive background noise, constant interruptions or unclear expectations, distractions reduce focus across the board. Create quiet zones for deep work, cut unnecessary meetings from team calendars, and give employees the freedom to block out time for high-concentration tasks.
8. Consider remote or flexible working arrangements
Rigid schedules don’t work for everyone. Offering remote or hybrid options can help employees to set up an environment that supports their productivity. Trusting them to choose where and when they work can lead to better work performance and increased business outcomes.
9. Offer clear career paths and development opportunities
Ambitious employees want to know where they’re going. An effective upskilling strategy supports both employee retention and performance, giving individuals the tools and confidence they need to grow. Set out progression frameworks and give staff access to on-demand learning opportunities.
10. Regularly check in with your team
Frequent one-to-ones can help to create a culture of open communication. Use them to discuss workloads, identify issues, and find practical solutions. These meetings also provide managers with opportunities to spot performance issues before they become a problem.
11. Implement employee wellbeing initiatives
Stress, burnout and mental health challenges can severely impact work performance. Proactive measures like providing access to counselling, stress management workshops, and resources surrounding mental health and wellbeing in the workplace can make a huge difference.
12. Ask your employees what they need
Employees often know exactly what would help them to perform better. You just need to ask. Use anonymous surveys, casual chats or formal feedback sessions to understand what’s holding people back, and then take action on what you learn.
13. Monitor and adjust
Employee performance is continually in flux. Being responsive helps to create an environment where employees feel supported and able to grow. Track relevant KPIs, conduct regular performance reviews, and adapt your approach based on what the data tells you.
How to improve performance at work for remote teams
Managing remote teams comes with its own challenges, from digital communication barriers to blurred work-life boundaries. Remember that remote work doesn’t mean lower work performance, but it does require tailored support.
When thinking about how to improve team performance at work for remote teams:
- Offer regular virtual check-ins to maintain strong communication
- Ensure that remote workers have access to reliable tech and training
- Make time for virtual team-building to foster a sense of belonging
- Be flexible with schedules to accommodate different working patterns
- Recognise that remote employees need the same development opportunities as office-based staff
How to track employee work performance
If you’re interested in how to improve employee performance at work, you need to start by measuring it. Tracking performance gives you a baseline and helps you to identify progress over time. It also shows employees that development is a shared priority, helping to inspire confidence.
Some useful KPIs for tracking work performance include task completion rates, training uptake, absenteeism rates, customer feedback and manager reviews. Use regular performance appraisals and real-time analytics tools to spot patterns, and follow up with coaching or support where needed.
Give your employees the tools they need to perform with Access Bookboon
Strong work performance starts with clarity, support and the right tools for growth. From setting SMART goals to creating engaging learning environments, knowing how to improve work performance is essential to building a culture of high achievement and continuous development.
With Access Bookboon, you can provide on-demand learning that supports performance at every stage. To see how it works, book a demo or contact our friendly team and we’ll be happy to help.