Quick fixes in regard to under-performance tend to be rare as issues are usually down to a number of varying factors, which can be highlighted with professional skills training.

Ensuring that your firm runs smoothly is a task that needs constant attention, as problems can crop up at any time for a variety of reasons. The majority of workers have undergone an appraisal that aims to get staff performing at their optimum levels. During these meetings managers try and discover why a member of the firm is not appearing to tackle their role successfully.

In addition, as a team leader you are also likely to be required to give feedback on findings and suggest ways in which the staff concerned can be more productive. It is often challenging when attempting to get to the root of colleagues' problems, but under-performance training may help you to identify their source. Generally there tends to be a mix of different factors that have negative impact on workers and their ability to fulfil their job descriptions.

Sometimes the issues stem from factors that are beyond workers' control, such as management systems and the lack of resources needed for the task at hand. Learning how current practices can affect colleagues is important in regard to the appraisal process, so both manager and staff reach a satisfactory conclusion. Training courses can shed great insights into the behaviour of effective managers and how their actions may inadvertently affect those working for them.

This highlights the two-way nature of appraisals and is likely to draw attention to problems that may start at the top of the system and work their way down. Another reason why some staff may perform their job roles poorly is related to issues more closely connected with individuals. Learning when this is the case can help clear up problems and ensure that managers draw up a personalised plan of action that benefits specific workers.

Recognising when under-performance is related to an employee's skill level may be straightforward, in that they simply cannot meet the demands of their role. Other times there could be more subtle cues to look out for, such as other colleagues mentioning they are under more pressure, as they may be taking on workloads that have been inadequately tackled by the individual concerned. Getting to the root cause of skill issues is necessary to improve the running of a company as a whole, and effective questioning and listening skills are sure to help you highlight these matters.

Once these are apparent it is necessary to convey the findings in a positive way so colleagues do not feel further undermined, which could be the case if they are aware they find it difficult to complete their given tasks. Being constructive and assertive is key to the appraisal process, so both parties get a chance to discuss their thoughts on how to resolve difficulties. As a manager you may find that your employees do not agree with the issues you raise.

They may contradict the evidence of poor performance and react negatively in regard to proposed changes and training that you wish to organise. Resolving these kinds of disputes can be tricky, especially if a worker rejects your plans to improve their skill level. With specialist training concentrating on the assertive setting of new objectives, you and your colleagues can benefit from the appraisal process.