Dear Ms Richa
From your account I find that you have done all which was needed as a supportive action from HR to help an employee improve but invain. Despite of your earnest counselling the employee continues to be a non performer, makes avoidable mistakes ( careless disposition ) and tends to waste time. He is definitely not committed.
Had I been in such a predicament , I would have given the employee a final time bound warning to improve or face termination. Perhaps this may help him realise the gravity of the situation and awken him from his slumber.
An occasioanl dip in performance is natural and acceptable but then one is expected to take the performance feedback seriously and improve. Afterall a good or accepatble on the job performance is the basic contract which an employee has with his company otherwise he loses his right to remain in employment.
Regards
Mohan
From India
3From your account I find that you have done all which was needed as a supportive action from HR to help an employee improve but invain. Despite of your earnest counselling the employee continues to be a non performer, makes avoidable mistakes ( careless disposition ) and tends to waste time. He is definitely not committed.
Had I been in such a predicament , I would have given the employee a final time bound warning to improve or face termination. Perhaps this may help him realise the gravity of the situation and awken him from his slumber.
An occasioanl dip in performance is natural and acceptable but then one is expected to take the performance feedback seriously and improve. Afterall a good or accepatble on the job performance is the basic contract which an employee has with his company otherwise he loses his right to remain in employment.
Regards
Mohan
From India
Hi,
I'll sugest u one thing that what ever things u have told abt the employee it does not mean that he is not serious with his/her work but may be i m wrong coz i had seen a case where in a employee was not working properly in the office & she use to do time pass all the time & then other people use to suffer coz of her. HR made her understand once & even other use to complain abt her but she was realy not interested in her work & left the job. see the thing is it is not difficult to judge a person whether he/she is realy seroius with the work or not, First make her/him understand that coz of her/his behaviour bad kind of image is getting create in front of every one (even the boss) & tell her/him what will be the side effect if she/he will behave like this & it is going to affect on her/his appraisal & increment , she/he will start thinking abt all this thing if she/he realy dont wont salary & appriasal should get affected she/he wont behave that way but if not then the behaviour will be same & then it is upto the HR team what to do with it to give coach n council or verbal notice.
From India, Mumbai
I'll sugest u one thing that what ever things u have told abt the employee it does not mean that he is not serious with his/her work but may be i m wrong coz i had seen a case where in a employee was not working properly in the office & she use to do time pass all the time & then other people use to suffer coz of her. HR made her understand once & even other use to complain abt her but she was realy not interested in her work & left the job. see the thing is it is not difficult to judge a person whether he/she is realy seroius with the work or not, First make her/him understand that coz of her/his behaviour bad kind of image is getting create in front of every one (even the boss) & tell her/him what will be the side effect if she/he will behave like this & it is going to affect on her/his appraisal & increment , she/he will start thinking abt all this thing if she/he realy dont wont salary & appriasal should get affected she/he wont behave that way but if not then the behaviour will be same & then it is upto the HR team what to do with it to give coach n council or verbal notice.
From India, Mumbai
To my understanding, this employee is well versed with competence (Knowledge +Skill) but he is lacking in competency (behaviour). Attitude towards the job is more important than experience and knowledge to perfor where in this case he has been provided with chances to change which has never happened.
The ultimate of any job is perfection rather completion. Both skill and knowledge can be trained to the level of expectation but the behaviour of any individual is a birth sign which is hard to change (Nothing is impossible).
Lets answer some q?
1. Why the company recruited the employee for that specific position?
2. Performance & Attitude towards comp. future?
3. Why the company need him?
Still if the Orgn is interested on the individual then this can be taken under special and some ground work has to be taken place.
1. His personal life and behaviuor
2. An enquiry with his peer, collegue on his work attitude
3. Where he is lacking and why?
4. Whether all is expectations towards company has been fulfilled?
5. Relationship between his immidiate boss and peer?
6. Whether his behavoiur suits with his boss?
when we come to meet the answers for some of the above surely lot more ques will be raised as a chain to the existing.
I am not an expert in this profession but i just tried this case as a employee rather HR!!!
akhil saxena
9999640178
From India, Gurgaon
The ultimate of any job is perfection rather completion. Both skill and knowledge can be trained to the level of expectation but the behaviour of any individual is a birth sign which is hard to change (Nothing is impossible).
Lets answer some q?
1. Why the company recruited the employee for that specific position?
2. Performance & Attitude towards comp. future?
3. Why the company need him?
Still if the Orgn is interested on the individual then this can be taken under special and some ground work has to be taken place.
1. His personal life and behaviuor
2. An enquiry with his peer, collegue on his work attitude
3. Where he is lacking and why?
4. Whether all is expectations towards company has been fulfilled?
5. Relationship between his immidiate boss and peer?
6. Whether his behavoiur suits with his boss?
when we come to meet the answers for some of the above surely lot more ques will be raised as a chain to the existing.
I am not an expert in this profession but i just tried this case as a employee rather HR!!!
akhil saxena
9999640178
From India, Gurgaon
Hi,
Have a good day.
I hope your case is a normal which exist in many organization. Though he may be a professional in his field of kowledge, but the reality could be just controversy. There could be many reasons behind this like
1. Compensation (just have a look at his present package with similar person in similar kind of industry)
2. Relationship with immediate superviser (analyse the relationship b/w him and his immediate boss)
3. To know about his future career (objective) in his life. And to asses whether the guy having interest in doing his job.
4. If he has interest on his job, then go for some sort of training and development activities.
5. Finally have a look at his personal life, family and all.
Regards
RK
From India, Madras
Have a good day.
I hope your case is a normal which exist in many organization. Though he may be a professional in his field of kowledge, but the reality could be just controversy. There could be many reasons behind this like
1. Compensation (just have a look at his present package with similar person in similar kind of industry)
2. Relationship with immediate superviser (analyse the relationship b/w him and his immediate boss)
3. To know about his future career (objective) in his life. And to asses whether the guy having interest in doing his job.
4. If he has interest on his job, then go for some sort of training and development activities.
5. Finally have a look at his personal life, family and all.
Regards
RK
From India, Madras
Dear friend,
Based on the facts given by you, my view is hereunder:
1.Enquire him in depth, whether he is having any personal problems which drags him behind while working
2.since you have mentioned that he is talking well, he may be a talkative, place him in an isolated place for his work and see whether he can do well.
From India, Madras
Based on the facts given by you, my view is hereunder:
1.Enquire him in depth, whether he is having any personal problems which drags him behind while working
2.since you have mentioned that he is talking well, he may be a talkative, place him in an isolated place for his work and see whether he can do well.
From India, Madras
I agree with the excellent response from Nina. I would add that you could use a rigorous employee performance diagnostic tool like the one at http://www.businessperform.com/html/...rformance.html to determine where the problem lies.
The workplace performance factors I summarize at http://www.businessperform.com/html/...vironment.html also outline areas to probe in the employee’s immediate workplace environment.
When the root cause of the problem appears to be a poor match between the employee and the job, then you will need to start the escalation process to remove the person from the job. Not doing this will only serve as a bad example to the rest of the team and you will see a diminishing of morale over time.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
The workplace performance factors I summarize at http://www.businessperform.com/html/...vironment.html also outline areas to probe in the employee’s immediate workplace environment.
When the root cause of the problem appears to be a poor match between the employee and the job, then you will need to start the escalation process to remove the person from the job. Not doing this will only serve as a bad example to the rest of the team and you will see a diminishing of morale over time.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
Richa,
I have gone through your problem about that person - who is not performing to the set standards, despite giving feedback and also acknowledging. From my personal experiences, the best way to handle the situation is... by a package developed by me... Building Relationship with NLP - I have trained many people to understand their actions / behaviours [lens with which they see & react] based on the study of their reactions to various situations. Please respond to
, to carry forward on this.
Thanks,
Vijay Bhasker
080-23468523
From India, Bangalore
I have gone through your problem about that person - who is not performing to the set standards, despite giving feedback and also acknowledging. From my personal experiences, the best way to handle the situation is... by a package developed by me... Building Relationship with NLP - I have trained many people to understand their actions / behaviours [lens with which they see & react] based on the study of their reactions to various situations. Please respond to
Thanks,
Vijay Bhasker
080-23468523
From India, Bangalore
Hello,
check the following aswell:
How interesting is the job to the employee
Study his behaviour in and out of work
review his salary and establish the differences as compared to his colleagues
How is the supervisors treating him
Analyse the employee, his job and his surrounding.
Hope it helps.
regards
check the following aswell:
How interesting is the job to the employee
Study his behaviour in and out of work
review his salary and establish the differences as compared to his colleagues
How is the supervisors treating him
Analyse the employee, his job and his surrounding.
Hope it helps.
regards
Richa:
Good one to discuss, the very first thing you need to see in him is his atittude towards the work and behavior with the peers, boss etc
one would be perfect in his technical skills but it is rather most important to have the behavior and Atittude as well, to my knowledge i have not short-listed the guys who are strong in technical but they have atittude and their behavior is not upto the mark, its just because when you are giving your 100% there you find the comitment and atittude involved in it
i think that he would be thinking that he is smart enough and genius in what he is specialized (one point)
he has not been recognized for what he has given to the organization (second point)
try and see to find out what must be the reason from him or his collegues, peers - mingle with him talk to him personally and see how is he talking and am sure if he has somethign to talk to you for sure he would come out
welcoming others views
Thanks,
- Mirza
From Saudi Arabia, Jiddah
Good one to discuss, the very first thing you need to see in him is his atittude towards the work and behavior with the peers, boss etc
one would be perfect in his technical skills but it is rather most important to have the behavior and Atittude as well, to my knowledge i have not short-listed the guys who are strong in technical but they have atittude and their behavior is not upto the mark, its just because when you are giving your 100% there you find the comitment and atittude involved in it
i think that he would be thinking that he is smart enough and genius in what he is specialized (one point)
he has not been recognized for what he has given to the organization (second point)
try and see to find out what must be the reason from him or his collegues, peers - mingle with him talk to him personally and see how is he talking and am sure if he has somethign to talk to you for sure he would come out
welcoming others views
Thanks,
- Mirza
From Saudi Arabia, Jiddah
Hi Richa,
We faced the same situation in our organisation. Came up with Weekly time sheets contaning the dialy input by the employees and confirmation from their managers wrt the effort put in. When these types of employees have to be disciplined we need to show thema mirror of what they are doing. when they pen down on daily basis their contribution, they think back. it has worked out for us. You can also probably try.
Smitaa
From India, Mumbai
We faced the same situation in our organisation. Came up with Weekly time sheets contaning the dialy input by the employees and confirmation from their managers wrt the effort put in. When these types of employees have to be disciplined we need to show thema mirror of what they are doing. when they pen down on daily basis their contribution, they think back. it has worked out for us. You can also probably try.
Smitaa
From India, Mumbai
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