Hi, How to make a Non Performer a performer, Kindly send in your veiws. Rgds
From India, Hyderabad
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From India, Hyderabad
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Firstly, in order to transform a non-performer into a performer, one needs to understand the root cause of the issue. There can be two sides to the situation. Either the person is not capable enough to perform, indicating a wrong hire; in such cases, termination may be necessary. On the other hand, the individual may be capable of performing but could be facing genuine issues hindering their performance. In such instances, try resolving these issues through counseling.
Begin by setting short-term targets for the individual and monitoring their progress regularly. Consider rewarding them for meeting these targets, if feasible. Additionally, incorporating a performance-based component into their salary could be beneficial, although this may require further consideration.
I am not certain about the feasibility of implementing this suggestion within your organization's current framework.
From India, Ghaziabad
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1Begin by setting short-term targets for the individual and monitoring their progress regularly. Consider rewarding them for meeting these targets, if feasible. Additionally, incorporating a performance-based component into their salary could be beneficial, although this may require further consideration.
I am not certain about the feasibility of implementing this suggestion within your organization's current framework.
From India, Ghaziabad
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Hi,
A non-performer may be a person who is not yielding the results in the given scenario. They may become a star performer if given a different role and responsibility. Try to probe what the basic reason is for their inability to perform as per expectations. Providing training and mentoring in that area may help. Additionally, assigning them to work as an intern with someone in the same role could also be beneficial.
Sometimes, it may be a team issue where the candidate is not comfortable with certain peers. Investigate and try to resolve any underlying issues.
Termination should be considered as the last option since you have already invested a significant amount in the candidate.
Thank you.
From India, Hyderabad
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A non-performer may be a person who is not yielding the results in the given scenario. They may become a star performer if given a different role and responsibility. Try to probe what the basic reason is for their inability to perform as per expectations. Providing training and mentoring in that area may help. Additionally, assigning them to work as an intern with someone in the same role could also be beneficial.
Sometimes, it may be a team issue where the candidate is not comfortable with certain peers. Investigate and try to resolve any underlying issues.
Termination should be considered as the last option since you have already invested a significant amount in the candidate.
Thank you.
From India, Hyderabad
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Hi Arv,
I agree with Kunjal. However, I'm not clear though if this person is a new hire or an existing employee of your organization.
New recruits and existing staff will require you to handle the matter differently. Of course, the first thing you should find out is why.
I don't believe you would end up hiring the wrong person for the job unless you don't have a proper recruitment procedure in place (but then again, there is always a slim chance that it will happen).
For a new recruit, it may be due to 'fitting in' difficulties. Then, you may have to look at and assess your orientation again. Perhaps he needs time to adjust to the new work environment or has difficulties doing things the way your organization wants them to be done. Maybe colleagues are not giving him the necessary assistance or guidance, etc.
If it's an existing employee, perhaps it is due to boredom, lack of recognition, poor morale, being disgruntled with work/fellow colleagues/the boss, etc.
What I'm trying to say is there are a lot of possibilities, and you need to find out the "root cause" and deal with it. Otherwise, you will still have this problem.
My humble thoughts.
Regards,
Ricardo
From Malaysia, Kuching
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I agree with Kunjal. However, I'm not clear though if this person is a new hire or an existing employee of your organization.
New recruits and existing staff will require you to handle the matter differently. Of course, the first thing you should find out is why.
I don't believe you would end up hiring the wrong person for the job unless you don't have a proper recruitment procedure in place (but then again, there is always a slim chance that it will happen).
For a new recruit, it may be due to 'fitting in' difficulties. Then, you may have to look at and assess your orientation again. Perhaps he needs time to adjust to the new work environment or has difficulties doing things the way your organization wants them to be done. Maybe colleagues are not giving him the necessary assistance or guidance, etc.
If it's an existing employee, perhaps it is due to boredom, lack of recognition, poor morale, being disgruntled with work/fellow colleagues/the boss, etc.
What I'm trying to say is there are a lot of possibilities, and you need to find out the "root cause" and deal with it. Otherwise, you will still have this problem.
My humble thoughts.
Regards,
Ricardo
From Malaysia, Kuching
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