Tag Archives: performance

Performance in an Organization

Standard

A company runs on profit, which comes from achievement of required performance of all its employees. Overall performance is result of individual work and team work. Being a chain, a weak link anywhere, weakens the whole chain and thus reduces the overall performance. The employee may be appearing to be engaged in his work, but in reality his contribution may not be adequate enough. There may also be some problem(s) in achieving the expected results. Therefore, we should judge employees on the basis of a realistic overall performance appraisal and not on the basis of an incomplete picture, so that the employees will not get unnecessarily penalized. First of all selection procedure should be such that likely underperformers do not get a chance to join the company. Once they are taken in, it is our responsibility to oversee that they perform by training, proper communications, team work, providing resources, leadership, guidance and motivation etc. He must then perform. If he does not perform he should be given 2 chances. Then he should be asked the reasons for poor or non-performance in a proper advisory atmosphere to open up and share his problems. If the organization can help in any way, it should come forward to help him, so that, both will get benefitted. This help should be based on judging his overall traits by a committee of 3 persons. In my opinion, firing the employee is not a solution. We will lose a trained hand. Getting another person and training him will take time and what is the guarantee that he will do better or even equal to the earlier person. But if the person is found to be sabotaging at any time he must be fired straightaway without any mercy.
——vijaiksharma

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MANAGEMENT OF EMPLOYEES HAVING LOWER PERFORMANCE

Standard

                                                

Our selection procedure should be such that only those who are expected to perform well get a chance to join the company. Once in, it is our responsibility to oversee that they do perform by preparing them by training, proper communication, team work, providing resources, guidance, motivation and leadership. If he does not perform well, instead of taking a quick summary action he should be given two more chances. The boss should have patience, maintain good relationship with the employee and not spoil the situation any further. We also have to identify the parameters lacking in him like ignorance of the work partly, not having the skills required for the job, not having the desired motivation or some other reasons. The boss should then discuss the matter with the employee concerned in a cordial atmosphere on one to one basis, wherein the employee should be asked to open up and, share his problems and the reasons of poor performance. The boss should allow him to speak out & give him a patient hearing to identify the exact cause(s), for obtaining the remedial action(s) like training, motivating and generating positive attitude etc. The organization should come forward to help him, so that both will get benefitted. He may be counseled and given a chance and time for training to improve skills, during which period he should be monitored, guided and advised. It should also be understood that if the employee does not get results, it is also the failure of the boss. Firing is not a solution. We will lose a trained hand. Getting another person and training him will take time and there is no guarantee that he will do better or even equal to the earlier person. But if he is sabotaging at any point of time he must be fired straightaway, without any mercy.    

                                                                                                                            ——vijaiksharma