Why employee does fail to perform in the new organization?
An employee was a star performer in the last organization. Another organization hired him with a expectation that he/she will perform but this time fails badly in the new organization There may be several reasons for this:
Couldn’t analyze the need of the organization and what is expected from him/her.
Poor support from the management.
Couldn’t understand or adjust with the new environment.
Victim of bulling and harassment by existing employees.
Many more are the reasons. Not to panic in this situation be calm and analyze the situation and need. Prepare the plan and discuss with the management. Important thing is mix with the employees and feel them you are not a threat to them.
I have faced the same and seen the employees I have hired. I am looking to know your experiences.
Shaikh Abedeen
Human Resources Professional
From India, Bhubaneswar
135An employee was a star performer in the last organization. Another organization hired him with a expectation that he/she will perform but this time fails badly in the new organization There may be several reasons for this:
Couldn’t analyze the need of the organization and what is expected from him/her.
Poor support from the management.
Couldn’t understand or adjust with the new environment.
Victim of bulling and harassment by existing employees.
Many more are the reasons. Not to panic in this situation be calm and analyze the situation and need. Prepare the plan and discuss with the management. Important thing is mix with the employees and feel them you are not a threat to them.
I have faced the same and seen the employees I have hired. I am looking to know your experiences.
Shaikh Abedeen
Human Resources Professional
From India, Bhubaneswar
Dear Shaikh Abedeen,
I acquiesce and see eye to eye on the issues relating to employees while performing under a new Organization. Basically, we cannot only blame the employer or the circumstances prevailing in and around, whilst the employee should understand the targets and expected outcomes, it is easier to take steps to get there and measure performance along the way.
If the employee has a poor sight on how the organization works inspite of his training on company culture it is definitely intricate as employees will not be able to report affirmatively. Onset to practise company specific acctivities will give adequate knoeledge on what to do an d what not to. Management and others would not approach us, although, if new, we should be in a stature to heave things/leraning constituted at its best. [This is where employees impede].
I myself left a couple of organizations without any consent to myself and giving space to understand...today when I brood over, it makes me feel low.
Hence would recommend any employee to give themselves a li'l time to understand the structure and the company- or industry-specific activities and then hit the taut.
From India, Visakhapatnam
I acquiesce and see eye to eye on the issues relating to employees while performing under a new Organization. Basically, we cannot only blame the employer or the circumstances prevailing in and around, whilst the employee should understand the targets and expected outcomes, it is easier to take steps to get there and measure performance along the way.
If the employee has a poor sight on how the organization works inspite of his training on company culture it is definitely intricate as employees will not be able to report affirmatively. Onset to practise company specific acctivities will give adequate knoeledge on what to do an d what not to. Management and others would not approach us, although, if new, we should be in a stature to heave things/leraning constituted at its best. [This is where employees impede].
I myself left a couple of organizations without any consent to myself and giving space to understand...today when I brood over, it makes me feel low.
Hence would recommend any employee to give themselves a li'l time to understand the structure and the company- or industry-specific activities and then hit the taut.
From India, Visakhapatnam
Thanks Sharmila,
The employee is equally responsible for his/her poor performance. I appreciate your post but it take time to settle and perform. But ground level staffs prefer to quit rather understanding the situation.
There are few employees who hearty welcome new employees. Employee need to be strong enough to face the situation.
From India, Bhubaneswar
The employee is equally responsible for his/her poor performance. I appreciate your post but it take time to settle and perform. But ground level staffs prefer to quit rather understanding the situation.
There are few employees who hearty welcome new employees. Employee need to be strong enough to face the situation.
From India, Bhubaneswar
And that is the reason where we call it a "Probation" where the need to learn (by employee) and the services to draw from employees (by the employer) should go hand in hand. Hope this requires to be understood by both partakers.
From India, Visakhapatnam
From India, Visakhapatnam
Shaikh,
Clearly a case of management not creating an environment conducive to high performance or perhaps not even accepting its responsibility for doing so. In my years of managing people I have seen much of that and the effects on employees were always extremely negative. The only recourse employees have is to try to find a better environment before they and their families take too much damage.
Best regards, Ben Simonton
Leadership is a science
From United States, Tampa
Clearly a case of management not creating an environment conducive to high performance or perhaps not even accepting its responsibility for doing so. In my years of managing people I have seen much of that and the effects on employees were always extremely negative. The only recourse employees have is to try to find a better environment before they and their families take too much damage.
Best regards, Ben Simonton
Leadership is a science
From United States, Tampa
In a case like this, you need to analyse why the employee was a star performer in his/her previous position.
Often times, many of the reasons will relate to management style and organisational culture.
I am not setting myself up as a star performer, but on a couple of occasions I have taken on a new position, and been faced with the worst micro-managers God ever put on this earth. I am used to dealing with managers who set out what needs to be done, but then leave me to get on with it. At the end of the day, they hired me for my skills, so they have no need to tell me how to do my job.
Most employees have a preferred management style they work best with. You need to ascertain this information in the interview BEFORE you hire the person. If your managers are all hands-on micro managers, then you are always going to have problems. You will never be able to retain high performing staff, as they can not, and will not work under those conditions.
You might need to start training your managers how to be managers first.
From Australia, Melbourne
Often times, many of the reasons will relate to management style and organisational culture.
I am not setting myself up as a star performer, but on a couple of occasions I have taken on a new position, and been faced with the worst micro-managers God ever put on this earth. I am used to dealing with managers who set out what needs to be done, but then leave me to get on with it. At the end of the day, they hired me for my skills, so they have no need to tell me how to do my job.
Most employees have a preferred management style they work best with. You need to ascertain this information in the interview BEFORE you hire the person. If your managers are all hands-on micro managers, then you are always going to have problems. You will never be able to retain high performing staff, as they can not, and will not work under those conditions.
You might need to start training your managers how to be managers first.
From Australia, Melbourne
Hi ,
Nice to see the post from the community members.
The star performer at the current organization could have been able to perform effectively well could also be attributed to skills that matched the requirement for the role, support from the superiors , peers etc.
However as they move to another organization , the skill sets required to perform in the new organization could be different due to change is expectations, change of culture, new team to work etc and hence the person may not be able to perform well in the new setup.
Hence it is important to understand the role and the expectations as you join the new organization.
From India, Bangalore
Nice to see the post from the community members.
The star performer at the current organization could have been able to perform effectively well could also be attributed to skills that matched the requirement for the role, support from the superiors , peers etc.
However as they move to another organization , the skill sets required to perform in the new organization could be different due to change is expectations, change of culture, new team to work etc and hence the person may not be able to perform well in the new setup.
Hence it is important to understand the role and the expectations as you join the new organization.
From India, Bangalore
Hi,
The role of HR function is crucial in ensuring employee performance in any organization.
A new employee in the organization can understand his/her roles, gets acquainted with company policies, procedures, work culture and reporting structure with the help of a well designed and implemented training program.
The new employee gets a chance to interact with his/her immediate manager and other employees to get to understand each other with effective Employee Engagement activities.
Employee one to one meetings let employee and employer to know expectation gap.
Hence, strong HR functions in the organization can reduce such cases and makes employee to give their best.
Regards,
Vali.
From India, Vijayawada
The role of HR function is crucial in ensuring employee performance in any organization.
A new employee in the organization can understand his/her roles, gets acquainted with company policies, procedures, work culture and reporting structure with the help of a well designed and implemented training program.
The new employee gets a chance to interact with his/her immediate manager and other employees to get to understand each other with effective Employee Engagement activities.
Employee one to one meetings let employee and employer to know expectation gap.
Hence, strong HR functions in the organization can reduce such cases and makes employee to give their best.
Regards,
Vali.
From India, Vijayawada
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