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Low employee performance can manifest in various ways depending on the individual, the nature of their job, and the organizational culture. Here are some common symptoms:

• Falling ratings in reviews: More employees are being ranked as low-performing in performance reviews.
• Unknown or stalled goal progress: Leaders are either unaware of employees' goal progress, or employees are consistently failing to meet set targets or objectives.
• Uneven accountability or "fairness issues": Employees are complaining about inconsistent task allocations and perceived favoritism, or are surprised when they're put on performance improvement plans.
• Lack of goal achievement: Consistently failing to meet set targets or objectives.
• Missed deadlines: Regularly failing to complete tasks on time.

• Decreased output: A noticeable decline in the quantity or quality of work produced.

• Lack of initiative: Not taking proactive steps or showing reluctance to take on new tasks.

• Avoidance behavior and isolation: Avoiding meetings, skipping team events, or not being available for discussions. Withdrawal from team dynamics, reduced collaboration, or not participating in group discussions.

• Decline in work quality: Errors become more frequent, and there's a lack of attention to detail.

• Resistance to feedback: Defensive behavior when given constructive feedback or unwillingness to adapt.

• Negative attitude: Displaying a pessimistic outlook, complaining frequently, or expressing dissatisfaction regularly.

• Increased dependence: Constantly seeking help for tasks they should be capable of handling or over-relying on colleagues.

• Avoidance of responsibility: Shifting blame, not taking ownership of mistakes, or avoiding accountability.

• Decreased motivation: No improvement in skills or knowledge over time, even with training and opportunities. Lack of interest in professional development, promotions, or additional training.

Low employee engagement can manifest in various ways. Some of the most common ones we see are listed below.

• High employee turnover: When employees are disengaged, they are more likely to leave the organization, resulting in a high turnover rate.

• Decreased productivity: Disengaged employees tend to be less motivated, which can lead to a decline in overall productivity and output.

• Increased absenteeism: Disengaged employees may frequently miss work or take more unplanned absences, indicating a lack of commitment or interest in their roles.

• Complaints about leadership or direction: Low employee engagement often leads to complaints about leadership or direction as disengaged employees perceive a lack of effective guidance, clear communication, and support from their leaders, resulting in frustration, confusion, and a breakdown of trust.

• Lack of initiative or innovation: Employees who are not engaged often show a lack of enthusiasm for suggesting new ideas or taking initiative to improve processes.

• Low morale: Disengaged employees may exhibit low morale, leading to a negative work atmosphere and reduced collaboration among team members.

• Poor communication: Disengagement can contribute to breakdowns in communication, resulting in misunderstandings, conflicts, or a lack of clarity regarding goals and expectations.

• Reduced customer satisfaction: When employees are disengaged, it can affect their interactions with customers, leading to lower levels of customer satisfaction and loyalty.

• Increased errors or quality issues: Lack of focus and motivation can result in more mistakes, quality control problems, or a decline in the quality of products or services.

• Lack of employee development: Disengaged employees may not actively seek growth opportunities or take advantage of training programs, which can hinder their professional development and overall performance.

• Negative impact on team dynamics: Poor employee engagement can create a negative ripple effect on team dynamics, with disengaged individuals potentially affecting the morale and performance of their colleagues.

The following symptoms might signal the onset of regrettable turnover in your organization:

• Quiet quitting/morale issues: Employees have mentally or emotionally checked out of their jobs but haven't formally resigned. They might be doing the bare minimum to get by and often display a lack of enthusiasm or drive.
• Surprise 2-week notices: These are unexpected resignation notices from employees who showed no overt signs of dissatisfaction.
• Repeated low engagement scores: Your organization or specific teams are receiving consistently low scores on engagement surveys. Employees are consistently reporting low Pulse scores in their Check-ins.
• Anonymous feedback to HR: When employees choose to provide feedback anonymously, it often indicates they're uncomfortable or fear repercussions for voicing concerns openly. A culture where employees feel the need to remain anonymous to voice concerns is indicative of trust issues. Without trust in management or HR to handle issues appropriately, employees may opt to leave instead of dealing with persistent problems.
• Confusion around expectations/Lack of role clarity: Employees are unsure about their responsibilities, what's expected of them, or how their performance is measured.
• Complaints about leadership or direction: Employees express concerns about the decision-making, communication style, vision, or actions of their leaders.