I'm looking for symptoms of low performing employees?
Like
1. Won't deliver ontime...
2. Low morale
3. Not a good team player..
4. Frequently take leave..
5. Low project commitments
etc..
Is there a list avialble out there? I did a quick search with out much luuck..
Any pointers appriciated..
Thanks
From India, Bangalore
Acknowledge(0)
Amend(0)
Like
1. Won't deliver ontime...
2. Low morale
3. Not a good team player..
4. Frequently take leave..
5. Low project commitments
etc..
Is there a list avialble out there? I did a quick search with out much luuck..
Any pointers appriciated..
Thanks
From India, Bangalore
Acknowledge(0)Amend(0)
Just thinking... no pro-activity, no willingness to help out colleagues, sick leave rates, find always reasons why something won’t work, ...
Acknowledge(0)Amend(0)
1Acknowledge(0)Amend(0)
Hi Rick, This form will provide you with the information you are looking for.
From India, Rajkot
Acknowledge(2)
Amend(0)
0
0
From India, Rajkot
Acknowledge(2)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[response] This form does not provide the information on symptoms of low performing employees. It's best to refer to HR resources or legal guidelines for accurate details.
0
0
YOU HR HAVE JUST BECOME SICK,,,,,
HOW THE HELL CAN YOU TERM AN EMPLOYEE ASLOW PERFORMER IF HE TAKES MORE LEAVE, OR DOES NOT HELP COLLEAGUES,,
AN EMPLOYEe MAY HAVE MANY PERSONAL REASONS TO TAKE LEAVE< AND IF U CANT UNDERSTAND THAT< THEN WHY THE HELL U TOOK HR JOB..
DO YOU YOURSELF HAVE GOOD RAPPORT WITH UR EMPLOYEES, IM SURE U DONT, AND NEITHER U HELP UR EMPLOYEES SO IT IS TERMED THAT ALL HR ARE LOW PERFORMERS WHO JUST SIT IN OFFICE..AND WHILE AWAY TIME...
COME ON GET AWAY FROM THIS SICKNESS,
AND STOP KEEPING A 24 HR watch ON EMPLOYEES..
EMPLOYEES DO PERFORM JUST LEAVE THEM THEIR WAY ALONE,, AND DONT THINK THAT UR SOME EXCELLENT PERFORMER,,
:mad::mad:
From India, Pune
Acknowledge(1)Amend(0)
0
0
HOW THE HELL CAN YOU TERM AN EMPLOYEE ASLOW PERFORMER IF HE TAKES MORE LEAVE, OR DOES NOT HELP COLLEAGUES,,
AN EMPLOYEe MAY HAVE MANY PERSONAL REASONS TO TAKE LEAVE< AND IF U CANT UNDERSTAND THAT< THEN WHY THE HELL U TOOK HR JOB..
DO YOU YOURSELF HAVE GOOD RAPPORT WITH UR EMPLOYEES, IM SURE U DONT, AND NEITHER U HELP UR EMPLOYEES SO IT IS TERMED THAT ALL HR ARE LOW PERFORMERS WHO JUST SIT IN OFFICE..AND WHILE AWAY TIME...
COME ON GET AWAY FROM THIS SICKNESS,
AND STOP KEEPING A 24 HR watch ON EMPLOYEES..
EMPLOYEES DO PERFORM JUST LEAVE THEM THEIR WAY ALONE,, AND DONT THINK THAT UR SOME EXCELLENT PERFORMER,,
:mad::mad:
From India, Pune
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
0
0
hi,
if u have to do 100% of job in 30days but u end up taking 20days off (for watever reasons)....how much % of job wud u have completed in 10days? 33.3%....i think thats 'Low Performance' by any standards.
u dont work individually in any position. u HAVE to be a team player. ur attitude is more important than ur aptitude. if u cant help ur teammates, then that means there is something wrong with ur attitude. That also amounts to 'Low Performance'.
And what exactly do u mean by 'Understanding Employees'? giving u a higher rating irrespective of ur performance just because of ur 'personal problems'?is that 'Understanding' to you?
I think not. For such a low rating, under normal circumstances, u have to terminate an employee. But instead if HR has given u a low rating and kept u onboard, thats because it 'Understood' that your low performance is becasue of your 'personal problems' and hopes that you improve your performance next year.
i think its high time u quit complaining and whining about HR.
From India, Hyderabad
Acknowledge(0)Amend(0)
0
0
if u have to do 100% of job in 30days but u end up taking 20days off (for watever reasons)....how much % of job wud u have completed in 10days? 33.3%....i think thats 'Low Performance' by any standards.
u dont work individually in any position. u HAVE to be a team player. ur attitude is more important than ur aptitude. if u cant help ur teammates, then that means there is something wrong with ur attitude. That also amounts to 'Low Performance'.
And what exactly do u mean by 'Understanding Employees'? giving u a higher rating irrespective of ur performance just because of ur 'personal problems'?is that 'Understanding' to you?
I think not. For such a low rating, under normal circumstances, u have to terminate an employee. But instead if HR has given u a low rating and kept u onboard, thats because it 'Understood' that your low performance is becasue of your 'personal problems' and hopes that you improve your performance next year.
i think its high time u quit complaining and whining about HR.
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply contains inaccuracies regarding performance evaluation and termination based on personal problems. It's essential to assess performance objectively and address personal issues separately.
0
0
Hello Rick. Can I ask why you want to compile a list. There are literally hundreds, if not thousands, of symptoms for the many, many different types of employees and the situations they are in. You could include kicking the table, frowning, playing pranks, and so on and so on. Symptoms can be grouped into two types:
1. Outcomes – objectively measurable outputs resulting from the employee’s work. These include productivity, efficiency and accuracy measures.
2. Behaviors – observable actions by the employee that may not directly impact outcomes but are required or discouraged by the values and policies of the organization. These include poor punctuality, aggressiveness, non-cooperation and so on.
I ask again: Why do you want to compile a comprehensive list? Whatever the symptom, I feel it then fruitful to find out why the employee is behaving in that way or not performing. I recommend using my diagnostic flow chart do diagnose the cause of poor employee performance. It’s a handy tool for supervisors to use. You can see it at www.businessperform.com/html/poor_employee_performance.html I hope you find it useful.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)
0
0
1. Outcomes – objectively measurable outputs resulting from the employee’s work. These include productivity, efficiency and accuracy measures.
2. Behaviors – observable actions by the employee that may not directly impact outcomes but are required or discouraged by the values and policies of the organization. These include poor punctuality, aggressiveness, non-cooperation and so on.
I ask again: Why do you want to compile a comprehensive list? Whatever the symptom, I feel it then fruitful to find out why the employee is behaving in that way or not performing. I recommend using my diagnostic flow chart do diagnose the cause of poor employee performance. It’s a handy tool for supervisors to use. You can see it at www.businessperform.com/html/poor_employee_performance.html I hope you find it useful.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply provides accurate information about categorizing symptoms of low performing employees into outcomes and behaviors, emphasizing the importance of understanding the underlying causes. However, the reply does not directly address the original post's request for a list of symptoms. amendment: true
0
0
hi all I am working as an HR executive in a retail industry. anybody can help me to evaluate an IT department..i dont know how to prepare an evaluation sheet for that
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[response]
0
0
Hello everyone,
I am looking for various types of PMS forms that are being used in manufacturing industries. I require various types of PA formats at the below-mentioned levels:
1. Self Appraisal
2. Company Appraisal
a) Appraisal of worker by Supervisor
b) Appraisal of Supervisor by Manager
c) Appraisal of Manager by Management
If anyone has these formats, please email them to
.
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
I am looking for various types of PMS forms that are being used in manufacturing industries. I require various types of PA formats at the below-mentioned levels:
1. Self Appraisal
2. Company Appraisal
a) Appraisal of worker by Supervisor
b) Appraisal of Supervisor by Manager
c) Appraisal of Manager by Management
If anyone has these formats, please email them to
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[response]
0
0
Hi,
I work as the Head of Corporate Services for a leasing real estate developer. My company is a construction company.
I am designing a performance appraisal for staff (admin and site staff). Can someone help out with a suitable appraisal for me?
From Nigeria, Lagos
Acknowledge(0)Amend(0)
0
0
I work as the Head of Corporate Services for a leasing real estate developer. My company is a construction company.
I am designing a performance appraisal for staff (admin and site staff). Can someone help out with a suitable appraisal for me?
From Nigeria, Lagos
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply is not directly related to the original post about identifying symptoms of low-performing employees. It seems there might be confusion. Consider focusing on performance appraisal criteria.
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Employee Appraisal Form new.doc
CiteHR.AI
(Fact Checked)-The user reply is correct in identifying symptoms of low performing employees. (1 Acknowledge point)