Here's how you can address underperforming team members in a non-profit organization.

Address underperforming team members in your non-profit with a focus on support and improvement. Schedule private meetings to discuss specific areas for growth. Collaboratively develop a performance improvement plan (PIP) with clear goals and timelines. Offer resources and mentorship to address skill gaps. Regularly check-in to track progress and provide ongoing feedback. Emphasize the importance of their role in the organization's mission. If improvement isn't seen, consider further steps after following the PIP.

Addressing underperforming team members in a non-profit organization is crucial for maintaining team effectiveness and morale. Here are some strategies you can consider: Give Clear Feedback: Provide constructive feedback. Be specific about the performance gaps and the impact on the team or organization. Schedule a Private Meeting: Could you arrange a private meeting with the employee to discuss their underperformance? Understand Their Perspective: Take time to understand what motivates the team member. Check Progress Regularly: Monitor their progress and provide ongoing support. Collaborate on Performance Goals: Work together to set tailored career performance goals.

Nonprofit work often involves high emotional labor, which can lead to compassion fatigue and burnout. Recognizing these stressors, which may be compounded by external factors, is the first step in addressing them. Regularly checking in with team members to gauge their emotional well-being and providing support when needed is crucial. Creating an environment where team members feel valued, supported, and comfortable discussing their challenges is equally important.

One thing I've found helpful is offering resources and using positive reinforcement instead of confronting the team member in a negative setting. This way, team members will be more willing to work with you to solve the issue and get to the root of the problem. Going in with a punitive attitude only worsens the situation.

Always important to have updated performance reviews. You can review their past review to see what changes have happened and or if the issues continue. Positive feedback is always important and when an issue comes up it’s important to address in a timely manner. Review existing personnel policies to ensure you are following the agencies progressive discipline policies.

Setting SMART goals and laying out a clear roadmap for improvement enables each team member to take concrete action. One key aspect when setting clear goals, is clarifying roles and responsibilities. In the nonprofit world, team members often wear multiple hats due to limited staffing and resources. This can sometimes lead to confusion and inefficiency. When everyone understands what is expected of them, it reduces stress and boosts performance. Regularly revisiting these roles, as well as monitoring progress, ensures we adapt to ever-changing needs and circumstances.

I am continuously working on system development, and as I mentioned earlier, a strong control system is a powerful tool for mitigating risk factors. I have developed a basic control system that captures all aspects of grant management and provides an overview of specific projects at a glance.

Nonprofits often operate with limited budgets, which can somewhat restrict access to professional development opportunities and /or a wealth of resources. However, investing in targeted training can significantly improve performance. Online courses, workshops, webinars, peer-to-peer mentorship programs or leveraging volunteers to help with administrative tasks, freeing up time to focus on core responsibilities - are all good examples.

I totally agree: Creating a work environment that encourages open communication and teamwork is very important for improving individual performance within a team. When team members support and help one another, it not only boosts the performance of struggling or underperforming team members but also enhances the overall cohesiveness and effectiveness of the team as a whole.

It can be really helpful to get some expert HR advice when addressing underperformance, especially if you've set clear expectations, provided adequate support and provided regular feedback. Making sure you are protecting yourself and your organisation when dealing with challenging situations is good practice. A good place to start is the Fair Work Australia website.

Running a nonprofit is not different from a for-profit organization in relation to employees. Yes we are mission driven and often resources are tight but work expectations should remain high and consistent. Underperforming employees are a detriment no matter the organization and should be terminated if they cannot perform their jobs.

Often non-profit organisations attract people who have big hearts who don't want to hurt people's feelings. This often leads to people avoiding difficult conversattions. I find that you get much better outcomes if you address issues early. When done well, this actually actually helps to strenghten your relationship with your team members.

Accountability is accountability… whether the organization is nonprofit or for profit. With tight resources at nonprofits, good performance from employees is detrimental. Leaders/Managers should address the performance concerns with clear, specific feedback and provide the performance expectations moving forward. It’s important to put this in writing, even with an email recap. If the expectations are not adhered to, moving forward with a performance improvement plan or further corrective action based on your performance policies will help maintain consistency and the necessary documentation.

There a 3 keys to good performance; 1. Knowing what needs to be done. 2. Having the skills and ability to get things done. 3. Doing the work: putting in the effort to get things done. When addressing an underperforming team member's performance, clarify which of these areas "Knowing", "Having", or "Doing" is impacting performance. Having clarity on where the performance issues are you can then support your team member to address the challenges and align their performance with the team's objectives.

Tuesday, June 25, 2025 11:07 From: Dr. Richard Francis Viktor Hogan Re: Ways to Manage Underpormance Non-profits 🚩Addressing underperformance in a non-profit organization requires a thoughtful approach. 🆘 Remember, empathy and clear communication are essential when addressing underperformance. By taking these steps, you can help team members grow and contribute effectively to your non-profit organization. ✅ Here are some actionable steps you can take: — Identify Underperformance: —Understand Root Causes: — Open Communication: — Set Clear Expectations: — Provide Training and Development: — Offer Constructive Feedback: — (PIPs): — Monitor and Support: -30-