Dear All,
We have a sales manager who has been a poor performer since the day he joined. Despite receiving a high salary due to his background at a reputable company, he has not generated any business for our company. As a result, the management has decided to reduce his salary to half, withholding the rest. Despite this adjustment, there has been no improvement in his work performance. Now, he is requesting his full salary.
What should be our next step...???
From India, Mumbai
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3We have a sales manager who has been a poor performer since the day he joined. Despite receiving a high salary due to his background at a reputable company, he has not generated any business for our company. As a result, the management has decided to reduce his salary to half, withholding the rest. Despite this adjustment, there has been no improvement in his work performance. Now, he is requesting his full salary.
What should be our next step...???
From India, Mumbai
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Even I am into the same problem. At least you took a step; we are only paying him. I will give this option to management. I have given him a month to prove. Let's see.
But please put all these things in an email to have a proof of the material in the future.
From India, New Delhi
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But please put all these things in an email to have a proof of the material in the future.
From India, New Delhi
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Hello Jyoti,
First of all, as per my knowledge, NO company has the right to retain their employees' salary, even in the case of underperformance. You need to keep the employee in an action plan with appropriate timescales. You can give three written warnings regarding his poor performance. One thing you need to mention clearly in the action plan is that if he doesn't show any improvement within the agreed timescales, the company can ask him to leave the job or else terminate him on the grounds of non-performance. Let me know if you need more help.
From India, Hyderabad
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First of all, as per my knowledge, NO company has the right to retain their employees' salary, even in the case of underperformance. You need to keep the employee in an action plan with appropriate timescales. You can give three written warnings regarding his poor performance. One thing you need to mention clearly in the action plan is that if he doesn't show any improvement within the agreed timescales, the company can ask him to leave the job or else terminate him on the grounds of non-performance. Let me know if you need more help.
From India, Hyderabad
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I am aware that it is not the right thing to do. But he has been an absolute non-performer even after being given tons of warnings over the months. No amount of action plan can work for this guy, and we are thinking of terminating him. But do we have to pay him the retained salary? What is the right way to go about all this?
From India, Mumbai
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From India, Mumbai
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Hi,
I fully agree with Mr. Madhav. I think companies should not judge employees' performance in a short period (2-3 months). Give them time to prove themselves or discuss the company's expectations with them. If there is no improvement, it is better to bid goodbye to them on grounds of non-performance.
Thank you.
From India, Calcutta
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I fully agree with Mr. Madhav. I think companies should not judge employees' performance in a short period (2-3 months). Give them time to prove themselves or discuss the company's expectations with them. If there is no improvement, it is better to bid goodbye to them on grounds of non-performance.
Thank you.
From India, Calcutta
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Dear Ms. Jyoti,
I am surprised that you need advice on such a matter. Well, all these outcomes have to be foreseen before his joining your company. You could take the following steps:
1. For the Sales force, his salary has to be linked to performance basis, carefully watching his performance. Before completion of the probationary period of 90 days, after 60 days, a show cause notice has to be served, and his service has to be terminated within 15-21 days without further reason.
2. If his desired performance has not been highlighted in his appointment order, then he deserves his due salary. His salary can be withheld if his services are under suspension during an ongoing inquiry of his actions and deeds.
3. It is better to get rid of him as soon as possible. Maximum, he can ask for one month's notice pay if his tenure has crossed the probation period.
Please write if you are looking for more advice.
Thank you,
Adarsh Kumar Jain
Email: jainzen@gmail.com
From India, Mumbai
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I am surprised that you need advice on such a matter. Well, all these outcomes have to be foreseen before his joining your company. You could take the following steps:
1. For the Sales force, his salary has to be linked to performance basis, carefully watching his performance. Before completion of the probationary period of 90 days, after 60 days, a show cause notice has to be served, and his service has to be terminated within 15-21 days without further reason.
2. If his desired performance has not been highlighted in his appointment order, then he deserves his due salary. His salary can be withheld if his services are under suspension during an ongoing inquiry of his actions and deeds.
3. It is better to get rid of him as soon as possible. Maximum, he can ask for one month's notice pay if his tenure has crossed the probation period.
Please write if you are looking for more advice.
Thank you,
Adarsh Kumar Jain
Email: jainzen@gmail.com
From India, Mumbai
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It's not an issue of warnings because you mentioned that he is from a good company. If he is indeed from a good company, you should have a discussion about why he is becoming a non-performer, what all the problems he is facing in the market, and so on. Actually, he needs proper training, and then he might perform.
From India, Bangalore
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From India, Bangalore
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Hi Jyothi & Neha,
To my knowledge, the organization doesn't have any right to discount the salary, except as mentioned in the offer letter. The only thing we can do is to give him a goal sheet for a specific period (discussing with the concerned department) and take a letter of acceptance from him, stating that he would achieve the goal sheet conditions; otherwise, he would resign himself, instead of facing termination. That's all...
And one more thing... Whether it's a good company or a struggling one, the background doesn't matter. Only performance speaks.
Good luck...
CRK
From India, Vijayawada
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To my knowledge, the organization doesn't have any right to discount the salary, except as mentioned in the offer letter. The only thing we can do is to give him a goal sheet for a specific period (discussing with the concerned department) and take a letter of acceptance from him, stating that he would achieve the goal sheet conditions; otherwise, he would resign himself, instead of facing termination. That's all...
And one more thing... Whether it's a good company or a struggling one, the background doesn't matter. Only performance speaks.
Good luck...
CRK
From India, Vijayawada
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Dear Jyoti,
I am indeed flabbergasted by the issue of non-performance by the Sales Manager who has worked with a reputed firm. Neither morally nor legally can you reduce the salary of this employee. Despite several warnings by you (hopefully in writing), if there is no output, then you can very well terminate the service of this person but will have to pay the salary as agreed upon by you.
Regards,
Kalyani
From India, Hyderabad
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I am indeed flabbergasted by the issue of non-performance by the Sales Manager who has worked with a reputed firm. Neither morally nor legally can you reduce the salary of this employee. Despite several warnings by you (hopefully in writing), if there is no output, then you can very well terminate the service of this person but will have to pay the salary as agreed upon by you.
Regards,
Kalyani
From India, Hyderabad
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Hi Neha,
As you mentioned, the salesperson has come from a very reputed company, and he has not brought any business since the day he joined. First, you should verify his performance and achievements in his earlier company. Secondly, if he is on probation, you can terminate his services due to poor performance, as per your company's terms and conditions mentioned in the probation letter. Do not retain his partial salary, as it will have negative effects within the organization and outside as well.
From India, Mumbai
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As you mentioned, the salesperson has come from a very reputed company, and he has not brought any business since the day he joined. First, you should verify his performance and achievements in his earlier company. Secondly, if he is on probation, you can terminate his services due to poor performance, as per your company's terms and conditions mentioned in the probation letter. Do not retain his partial salary, as it will have negative effects within the organization and outside as well.
From India, Mumbai
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Performance appraisal for sales manager.doc