| Topic : Common Organizational Headaches.... |
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Activity:
101 views;
last activity : 03 03 2011 08:34:22 +0000
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Let the employee be aware
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Shoot the cause of the problem
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reevaluate employee's potential and equip'em with right skills and tools
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Too much demands and pressure from senior staff
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Reevaluate employee's potential and equip them with the right tools
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SELECT RIGHT PEOPLE
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reevaluate employee's potential and equip'em with right skills and tools
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Make educate and give training and motivate for best
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How to address poor employee performance?
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Recognize your own responsibility in creating the poor performance
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Involve employees spouses in social activities
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Let the employee know that there is a problem. You may be surprised to find out that she is not aware of his poor performance. |
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Let the employee know with proper reasoning and solutions in friendly manner without offending so that it wont be hard for employee to accept it.
Tell him where he stands without mincing words. Make him realise that company can not put up with poor performance as it'll affect the balance sheet and he may have to part with the job.
Yes, Anand this is also can be done to sort out the problem.
Such type of employees should be given clear idea of their performance & about future action, if any would be taken place against them.
H.R. guys like you /Renne /Jankiram & many more are really doing a great job.
Keep it up 'Friend"!
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Find out if there is valid reason behind the problem. If the employee is too stressed, too tired or too pressured, he may be slacking as a natural response to the problem. He may simply need some time off to resolve personal issues. If you find there is something valid behind the poor performance, try to find a way to deal with it. |
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Yes, you are right Renne. If you found the right cause then you can help it by providing a solution.
Really you H.R.guys are really doing a great job for development of such types of employees.
Keep it up.
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reevaluate employee's potential and equip'em with right skills and tools. an employee would not ever want to degrade his own performance, either he is stuck in wrong place or he is deprived of required competencies , so a long casual and frank discussion and concrete steps taken with employee about above said points will make him or her improve and will definitely make them a better employee with no second chance of addressing |
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Counselling the employees and providing them with the right tools is the only solution. If that doesnot work, you may have to identify the worst performers and let them go. This will send a message that you are seriously addressing the problems. Fresh recruitment should also help as the new recruits will work hard to prove themselves and that also will send the message across. All said and done constant awareness, collection and awareness of performance data is what is important. That awareness should guide your actions.
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I think sometimes there must be lot of work demand from the senior staff and are pressurized to finish in time. This can cause employees overstressed, bad relationship, low quality of work which shows the poor performance of employee.......... this should be solved by good conversation with the employees ..........! |
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Keeping the doors open to discussion and trying to understand their drawback will help in finding the areas of his strenghts and weakness, and after councelling if it does not work you have to ask them to go, because even if you waste a lot of time and energy in training such employess, once they realise they have improved they will quit.
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PERFORMANCE WILL BE BETTER IF RIGHT PEOPLE ARE CHOSEN,IMPARTED REQUIRED TRAINING.IF THE PERFORMANCE IS POOR IN SPITE OF ALL PLUS POINTS THERE MUST BE SOMETHING WRONG WITH THE CONCERNED EMPLOYEE.BY COUNSELING IDENTIFY THE ROOT CAUSE AND FIND A SUITABLE SOLUTION. |
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try to keep all your employees up to date with technical skills. No employee wants to be last in terms of performance. So, right person should be placed at right job with enhanced skills..
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Analise poor Employee weakness area and provide better training, give freedom for perform and motivate for his smallest good work too for get best. |
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Poor employee performance is every where in the Indian administration either Government or private.In private and corporate establishments, the management is able to tackle the problem to some extent other wise it affects the balance sheet of the firm. But, in Government sector it is not being addressed properly, as a result performance of all most all wings of the administration is below average. To tackle this problem, which is no big task, first top and middle levele managements have to be assessed about their capabilities in their given fields.Because, decision making and down ward communication at these two levels is below average. They do not communicate with base level officerss in detail as to what information is required and for what purpose.It is the base level data and information that decides decision making.With regard to execution of decisions there is a hue and cry in every wing of the department. Base level implementation of decisions are not properly guided and inspected by the top and middle level manageents. In my view this is the crux of the performance apprisal. Therefore, once, it is accurately done then addressing poor performance at bottom level can be very easily tackled by reviews and small punishments/incentives.
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From an old idea called Theory X and Y most employee performance is created by your own expectations to the employee. How can you make sure you show trust, empathy, support and recognition of good performance? How can you remove all the obstacles you have left that has helped create poor performance? Most managers has knowledge they have kept secret and untold for the employee. How can you remove all the unclear things you have left in the expectations and in the organization of the work? |
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I support Renne here. A situation may be like, some employees may not be comfortable to share their problems at work place, then identifying the problem itself is a challenge. Then how to shoot the problem? A better solution is that involving spouses of employees in a kind of kitty parties and develope family kind of atmosphere, which inturn may become a route to find out the real problem through network But will such HR initiatives be supported, as it is HRs are so busy. Actually this is being done is Govt sector for info |
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