As a Manager how do you identify your bottom performers, and what steps you take to bring them to productivity?

Always assess performance by matching the schedule

As per my point of view, being manager is not that easy job until unless you are handling your staff as a team. Being manager is not only to manage your staff, it's more than that.

Lead them, give them a problem solving attitude, help them to realise that they are a important part of team,encourage them for their good decisions, guide them for their wrong decisions and much more.

It's definitely not an easy job, but it worth when we manage by leading them.

well as a manager, i would consider their suggestion regarding their job, i believe in management by objective i.e setting their target with mutual consent... keep them motivated by giving incentives and also considering their other motivation factor like emotion and feeling because some times motivation is not only about incentives there are many other factors as well. The more my mens are motivated towards the job the higher will be my productivity.

Being a manager is like being a boss. Your employees will follow whatever you say. For me being a good manager and having a good relationship with your staff should have a good communication between them, leading them, inspiring, taking your realationship in a level that they would be comfortbale but still there will be limits. Manger should not take advantage they should say " Let's do this" rather than saying " Do this". 

by360 assessment, and to solve the problem encourage, reword, then punshment, finally sack him/her.

if they are valuable assets then i ll jump into their work and ll indetify areas where productiviy is low . ll pretend facing same problem as they do but ll show them how to improve or rectify . All the time ll try to keep the same level so they dont get offended. 

You identify them through your performance appraisal system and provide them with necessary training in the areas they are lagging behind 

Sales figures would be the first direct measure of a team member's performance. I would evaluate the member's poor performance against the target given, the market segment given and the product range he is handling. If there are genuine problems which are effecting his/her sales then I would try to sort those out or in the worst case I would evaluate his /her strengths once again and try to give him the segment he likes and is likely to succeed or even change the product range he is handling.

One thing I would never do is to discourage him or redicule him in sales meetings because this would definitely demotivate him and then there would be very little chance of getting him to deliver as per our expectations. 

It is a monitoring and work assessment concept.

KPI is helpful systemic way to evaluate the performance.

Incintives and promotions are the most effective tools to increase the productivity of the work station.

Reward and recognition to enhance performance, also we must understand reasons behind the low performance and try solve those issues from the root

As a good manager, I would set aside time, on a regular basis, to meet the development needs of my team. I would take it to the next level by making staff development a priority. Think about creative ways of sharing knowledge and inspiring my team to improve their skills on a daily basis. The more you show that you're committed to their long-term success, the more motivated, satisfied, and productive they'll be. And that will make my job much easier.

1. Encourage

2. Recognise

3. Reward

4. Reach out

5. Provide additional training

6. Conduct team building exercises