How To Effectively Manage Non Performers In An Organization?
Posted by | Posted on 12:53 AM
Get up and work towards their improvement
As an HR professional, understanding mediocre or poor performers goes a long way in correcting a negative behavior at work place. Tackling employees needs and demands requires time and tactics.
Some people can manage stress on account of work pressures, time lines and demands in professional and personal life better as compared to others. However, there are certain people who give up and fail to handle such kind of situations which ultimately results in loosing interest in their job. For their own shortcomings they blame thier present employer and hold them responsible for their failure.
The organization looks upon these medium performers as a liability to them and hence do not recognize them nor fire them. These kind of employees are involved in daily management activities and hence do not display or showcase exceptional results which ultimately leads to no career development for them.
Showcasing low standards of performance
A low performing employee in an organization definitely affects the motivation of other people around him. It is the responsibility of the employer to deal with such kind of problems and make such employees realize how their negative behavior is disturbing the environment of the organization.
Following is the list of activities a deadbeat employee does:
Spreads negativity about the organization and its environment. Discusses and talks to co-workers during breaks on the negative side of the organization. Creates an environment of discomfort against company policies and procedures. Handling such kind of employees is a challenge for any present day organization as this behavior tends to disrupt the healthy environment of the company.
Understanding Employees
Organizations need to figure out why there is such kind of behavioral change amongst employees. People tend to get disappointed when they find that things are not turning well for them and that there is nothing great happening for them anywhere.
As an HR Manager you will face difficulty in handling and understanding what has gone wrong with your people. The only reason for this is that people will not openly share with you or take ownership for any shortfalls in their work.
Employers face crisis for three reasons:
They fail to recognise a troublesome employee. The employee spreads his discontentment to others. Dealing with such an employee requires time, tact and effort.
The following measures will help employers handle such problems efficiently:
Work towards reducing communication gap by discussions:
Allow employees to have an open discussion with you. A frank and serious discussion will definitely alert the employee and make him realize that the organization actually wants to help him by rectifying his problems and see improvements and good performance at work.
You can reward the employee and provide him support to grow in the organization which will result in improvements in his attitude and work responsibilities.
Make Goals:
Help the employee in setting achievable goals, discuss acceptable and unacceptable behaviors with him and help him align behavior at work with goals. Review his behavior and efforts to improve constantly. Acknowledge a positive change and encourage his efforts. Such small steps can help the employee eliminate negative attitude and bring in new perspectives to work.
Back to basics:
Need specific training and development programs will definitely put the employee into the next level where they will not only gain confidence and perform better but will also specialize in his current work profile.
Do a timely Review:
Once the communication and training bit is done, the manager must review the employee's work to see for progress or digress. In case of poor performance and unchangeable attitudes, the employee must be warned firmly. It should be clear that disinterested work patterns and attitudes will not be tolerated and will be subjected to further disciplinary action.
Time to say good bye:
Despite of all efforts and help, the employee is reluctant to change his attitude, calls for a serious action from the management which can also lead to a final termination from services. Share your concerns and his drawbacks politely in order to avoid any arguements. Further it is seen that such employees are already prepared for such a decision and they seldom go against it.
What Have You Learnt?
Once the employer is done with dealing with such employees, it conveys a very important lesson to the organisation-it pays to be extra cautious in recruiting employees, screening for negative attitudes and building a positive work culture!!!
As an HR professional, understanding mediocre or poor performers goes a long way in correcting a negative behavior at work place. Tackling employees needs and demands requires time and tactics.
Some people can manage stress on account of work pressures, time lines and demands in professional and personal life better as compared to others. However, there are certain people who give up and fail to handle such kind of situations which ultimately results in loosing interest in their job. For their own shortcomings they blame thier present employer and hold them responsible for their failure.
The organization looks upon these medium performers as a liability to them and hence do not recognize them nor fire them. These kind of employees are involved in daily management activities and hence do not display or showcase exceptional results which ultimately leads to no career development for them.
Showcasing low standards of performance
A low performing employee in an organization definitely affects the motivation of other people around him. It is the responsibility of the employer to deal with such kind of problems and make such employees realize how their negative behavior is disturbing the environment of the organization.
Following is the list of activities a deadbeat employee does:
Spreads negativity about the organization and its environment. Discusses and talks to co-workers during breaks on the negative side of the organization. Creates an environment of discomfort against company policies and procedures. Handling such kind of employees is a challenge for any present day organization as this behavior tends to disrupt the healthy environment of the company.
Understanding Employees
Organizations need to figure out why there is such kind of behavioral change amongst employees. People tend to get disappointed when they find that things are not turning well for them and that there is nothing great happening for them anywhere.
As an HR Manager you will face difficulty in handling and understanding what has gone wrong with your people. The only reason for this is that people will not openly share with you or take ownership for any shortfalls in their work.
Employers face crisis for three reasons:
They fail to recognise a troublesome employee. The employee spreads his discontentment to others. Dealing with such an employee requires time, tact and effort.
The following measures will help employers handle such problems efficiently:
Work towards reducing communication gap by discussions:
Allow employees to have an open discussion with you. A frank and serious discussion will definitely alert the employee and make him realize that the organization actually wants to help him by rectifying his problems and see improvements and good performance at work.
You can reward the employee and provide him support to grow in the organization which will result in improvements in his attitude and work responsibilities.
Make Goals:
Help the employee in setting achievable goals, discuss acceptable and unacceptable behaviors with him and help him align behavior at work with goals. Review his behavior and efforts to improve constantly. Acknowledge a positive change and encourage his efforts. Such small steps can help the employee eliminate negative attitude and bring in new perspectives to work.
Back to basics:
Need specific training and development programs will definitely put the employee into the next level where they will not only gain confidence and perform better but will also specialize in his current work profile.
Do a timely Review:
Once the communication and training bit is done, the manager must review the employee's work to see for progress or digress. In case of poor performance and unchangeable attitudes, the employee must be warned firmly. It should be clear that disinterested work patterns and attitudes will not be tolerated and will be subjected to further disciplinary action.
Time to say good bye:
Despite of all efforts and help, the employee is reluctant to change his attitude, calls for a serious action from the management which can also lead to a final termination from services. Share your concerns and his drawbacks politely in order to avoid any arguements. Further it is seen that such employees are already prepared for such a decision and they seldom go against it.
What Have You Learnt?
Once the employer is done with dealing with such employees, it conveys a very important lesson to the organisation-it pays to be extra cautious in recruiting employees, screening for negative attitudes and building a positive work culture!!!
About the Author:
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