Hello Everyone,
How are you? Can anyone please help me out to understand the situation?
Actually, there is one IT recruiter who has been working in my company for more than 5 years. During this time, his performance was very good and he was excelling. He is a long-time employee of the company, having been there since it started. However, for the past 5-6 months, his performance has been affected. He is trying his level best but has not been able to perform well during this period.
In this case, should I put this employee through a performance evaluation? Please suggest.
Thanks,
Om Prabh
From India, Delhi
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2How are you? Can anyone please help me out to understand the situation?
Actually, there is one IT recruiter who has been working in my company for more than 5 years. During this time, his performance was very good and he was excelling. He is a long-time employee of the company, having been there since it started. However, for the past 5-6 months, his performance has been affected. He is trying his level best but has not been able to perform well during this period.
In this case, should I put this employee through a performance evaluation? Please suggest.
Thanks,
Om Prabh
From India, Delhi
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Dear Om Prabh,
I recommend putting the employee under a Performance Improvement Plan (PIP). However, you must be clear about what actions you will take to help improve his performance. Despite having over five years of experience, he seems to be making mistakes and struggling to achieve results.
If the employee's performance does not improve, you may consider transitioning him to an external consultant role. You can compensate him with a percentage or fixed amount for each successful closure.
Thanks,
Dinesh Divekar
From India, Bangalore
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I recommend putting the employee under a Performance Improvement Plan (PIP). However, you must be clear about what actions you will take to help improve his performance. Despite having over five years of experience, he seems to be making mistakes and struggling to achieve results.
If the employee's performance does not improve, you may consider transitioning him to an external consultant role. You can compensate him with a percentage or fixed amount for each successful closure.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh,
Actually, he has been working in my company for 5 years. He joined my company in the year 2013. During this period, from 2013 to January 2018, his performance was very good, and he was excelling. However, for the past 5-6 months, he has not been able to secure any closures or joinings. He is a long-standing employee of the company; he has been with us since the company's inception.
I am confused about what to do with this employee now. He has provided 5 years of continuous service to my company. Do I need to put him under a Performance Improvement Plan (PIP)? Should I consider terminating his employment? I am totally confused.
Please advise.
Thanks,
Om
From India, Delhi
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Actually, he has been working in my company for 5 years. He joined my company in the year 2013. During this period, from 2013 to January 2018, his performance was very good, and he was excelling. However, for the past 5-6 months, he has not been able to secure any closures or joinings. He is a long-standing employee of the company; he has been with us since the company's inception.
I am confused about what to do with this employee now. He has provided 5 years of continuous service to my company. Do I need to put him under a Performance Improvement Plan (PIP)? Should I consider terminating his employment? I am totally confused.
Please advise.
Thanks,
Om
From India, Delhi
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Dear Om,
Before taking any action or putting him under a PIP, why not sit and have a discussion with him. Try to understand what has changed in his life or what has affected his performance as he may be in a burnout stage. If he was a performer for 5 years and his efforts went unnoticed or were not rewarded, that is the most probable cause of his burnout or performance saturation.
Regards,
Rahul Chhabra
From India, Delhi
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Before taking any action or putting him under a PIP, why not sit and have a discussion with him. Try to understand what has changed in his life or what has affected his performance as he may be in a burnout stage. If he was a performer for 5 years and his efforts went unnoticed or were not rewarded, that is the most probable cause of his burnout or performance saturation.
Regards,
Rahul Chhabra
From India, Delhi
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Sure Rahul thanks for suggestion , i will do this & will discuss with him today .
From India, Delhi
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From India, Delhi
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Dear Om,
One should not conclude things at once. This is a time to understand the difficulties of the person for not achieving the desired results, especially when they are an outstanding performer.
Many times, it happens in everyone's career that the reasons for underperformance may be personal or related to management. Therefore, it is suggested to call the employee and have a comprehensive discussion. Also, explain to them how their performance has been on a downward trend over a period.
Thank you.
From India, Mumbai
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One should not conclude things at once. This is a time to understand the difficulties of the person for not achieving the desired results, especially when they are an outstanding performer.
Many times, it happens in everyone's career that the reasons for underperformance may be personal or related to management. Therefore, it is suggested to call the employee and have a comprehensive discussion. Also, explain to them how their performance has been on a downward trend over a period.
Thank you.
From India, Mumbai
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Thank you, Prabhat. I will also take action because since starting, he has been working in the company. We cannot directly fire an employee as he has brought in a lot of business. However, suddenly, over the past six months, his performance has been affected.
You are right. Thank you for your opinion. I will talk to the employee.
From India, Delhi
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You are right. Thank you for your opinion. I will talk to the employee.
From India, Delhi
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc