Firstly In order to make a non performer a performer,one needs to understand the root cause of the same.There can be two sides to a coin.Either the person is not capable enough to perform.He is a wrong hire,in such a case he should be fired.The other side maybe that person is capable of performing but is stuck up with some geniune issues.Try sorting them out with counselling.Then initially set some short term targets for this individul and monitor his performance periodically.Reward him,if possible.Also try to make a portion of his salary as performance absed.I am not sure whether you can do this.
From India, Ghaziabad
1From India, Ghaziabad
Hi,
A Non performer may be a person who is not yeilding the result in the given scenario. He may be a star performer if given different role and responsibility.
Try n probe what's the basic reason for his not being able to perfrom as per expectation. Training and mentoring to the area may help. Also making him work as an intern with someone with the same role may help.
At times it may be a team issue where the candidate is not conformtable with certain peers. Probe and , try and resolve.
Termination should be the last option since you have already spent so much on the candidate.
From India, Hyderabad
A Non performer may be a person who is not yeilding the result in the given scenario. He may be a star performer if given different role and responsibility.
Try n probe what's the basic reason for his not being able to perfrom as per expectation. Training and mentoring to the area may help. Also making him work as an intern with someone with the same role may help.
At times it may be a team issue where the candidate is not conformtable with certain peers. Probe and , try and resolve.
Termination should be the last option since you have already spent so much on the candidate.
From India, Hyderabad
Hi Arv,
Agree with Kunjal. However, I'm not clear though if this person is a new hire or existing employee of your organization.
New recruits and an 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 have difficulties doing things the way your organization wants it to be done, perhaps colleagues are not giving him the necessary assistance/guidance etc etc etc...
If its an existing employee, perhaps it is due to boredom, lack of recognition, poor morale, disgruntle with work/fellow colleague/with the boss etc etc 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
Agree with Kunjal. However, I'm not clear though if this person is a new hire or existing employee of your organization.
New recruits and an 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 have difficulties doing things the way your organization wants it to be done, perhaps colleagues are not giving him the necessary assistance/guidance etc etc etc...
If its an existing employee, perhaps it is due to boredom, lack of recognition, poor morale, disgruntle with work/fellow colleague/with the boss etc etc 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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