what could be the reason of employees not performing? tips to resolve the problem!
From India, Curchorem
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1From India, Curchorem
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Personal Experiences on Employee Performance Issues
Following points are my personal experience:
• Not properly trained to do the job/work.
• Not professionally educated/trained to understand the job/work.
• Not informed of what is expected of him/her.
• No feedback is given regarding poor performance.
• Not involved in target setting by the immediate boss/superior.
• Targets are set much higher than a person of normal capacity would find it difficult to achieve.
From India, Pune
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Following points are my personal experience:
• Not properly trained to do the job/work.
• Not professionally educated/trained to understand the job/work.
• Not informed of what is expected of him/her.
• No feedback is given regarding poor performance.
• Not involved in target setting by the immediate boss/superior.
• Targets are set much higher than a person of normal capacity would find it difficult to achieve.
From India, Pune
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Many factors affect the performance of an employee. Some examples can be as follows:
- Unavailability of an enabling working environment.
- Lack of motivation.
- Inequality in pay.
- Manager's management behavior affects the employee's performance.
- Expectations from employees and how their achievements contribute to the overall productivity of the organization.
Best Regards,
Sameer
From Afghanistan, Kabul
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- Unavailability of an enabling working environment.
- Lack of motivation.
- Inequality in pay.
- Manager's management behavior affects the employee's performance.
- Expectations from employees and how their achievements contribute to the overall productivity of the organization.
Best Regards,
Sameer
From Afghanistan, Kabul
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Dear Bhavisha, others have given you some tips on the reasons for underperformance. However, as is my wont, I will raise questions. What do you do and in which industry? Why are you seeking the answers? Are your juniors not performing, and are you in a position to institute steps to remedy the deficiencies?
Have a nice day.
Regards, Simhan
A retired academic in the UK
From United Kingdom
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Have a nice day.
Regards, Simhan
A retired academic in the UK
From United Kingdom
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Understanding Attrition vs. Performance Issues
Reasons for attrition are not the same as employees not performing. Hence, please provide us with more information about the level of attrition and what you have done so far. For example, have you conducted any exit interviews and/or analyzed the reasons given for leaving, etc.
Have a nice day.
Regards,
Simhan
From United Kingdom
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Reasons for attrition are not the same as employees not performing. Hence, please provide us with more information about the level of attrition and what you have done so far. For example, have you conducted any exit interviews and/or analyzed the reasons given for leaving, etc.
Have a nice day.
Regards,
Simhan
From United Kingdom
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Dear Bhavisha999, Our members have given you some tips on poor performance. In addition, poor motivation or lack of motivation, unavailability of motivational factors, lack of timely guidance and assistance for those in need, and ultimately, if anything goes wrong, the blame will fall on the employees' shoulders. These are the major real reasons for attrition.
Even though many people provide various reasons during exit interviews, if you personally ask the candidate and they tell the truth, you will find that all these reasons fall into the above categories only.
From India, Kumbakonam
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Even though many people provide various reasons during exit interviews, if you personally ask the candidate and they tell the truth, you will find that all these reasons fall into the above categories only.
From India, Kumbakonam
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Poor performance of an employee also depends on the attitude of the co-workers since when a person joins a company, they get influenced by co-workers and how they talk about their seniors.
To speak frankly, in my previous organization, people who used to work hard were not recognized, but people who acted as if they worked hard were recognized. There should be no inequality in treating people. This leads the hard-working person to also perform poorly since he is not recognized. We cannot always say that management people or senior people in the company are correct; indeed, they should be the role models. When all these aspects lack, this naturally leads to poor performance.
I don't know how far the above is correct, but this has played a very vital role in my previous organization.
From Sweden, Örebro
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To speak frankly, in my previous organization, people who used to work hard were not recognized, but people who acted as if they worked hard were recognized. There should be no inequality in treating people. This leads the hard-working person to also perform poorly since he is not recognized. We cannot always say that management people or senior people in the company are correct; indeed, they should be the role models. When all these aspects lack, this naturally leads to poor performance.
I don't know how far the above is correct, but this has played a very vital role in my previous organization.
From Sweden, Örebro
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1. Your KRAs should be provided first to set goals and expectations.
2. Every quarter/half-yearly, individuals' performance should be measured on various competencies. This enables his/her immediate boss to suggest a PIP where he/she can meet the expectations of the organization.
3. Trust, fairness, and teamwork are also mandatory at work.
4. Managers should also understand their team members' interests at work and assign roles accordingly. In general, every HR professional says that recruitment is placing the right person at the right time, at the right place, in the right job. That's just not sufficient in the present scenario. Understanding SMART and assigning roles are important.
Any suggestions for this post are welcomed.
Regards,
Revathi.
From India, Guntur
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2. Every quarter/half-yearly, individuals' performance should be measured on various competencies. This enables his/her immediate boss to suggest a PIP where he/she can meet the expectations of the organization.
3. Trust, fairness, and teamwork are also mandatory at work.
4. Managers should also understand their team members' interests at work and assign roles accordingly. In general, every HR professional says that recruitment is placing the right person at the right time, at the right place, in the right job. That's just not sufficient in the present scenario. Understanding SMART and assigning roles are important.
Any suggestions for this post are welcomed.
Regards,
Revathi.
From India, Guntur
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According to me, everybody knows their responsibilities. Poor performance might be due to a lack of knowledge about their duties and responsibilities. The trainer should have an interest in training them by telling them that they are also equally important for the growth of the company. Show a little personal interest in them for their lagging and provide solutions. Don't neglect even the lower-level employees; consider their opinions and show consideration for them. If the trainer does all of the above, nobody will underperform.
A trainer should know how to get the work done without commanding.
From India, Bangalore
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A trainer should know how to get the work done without commanding.
From India, Bangalore
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Dear Bhavisha, I am a knowledge management specialist, and based on my experience, I suggest some tips to resolve this issue:
1. Create a knowledge management (KM) environment within the organization.
2. Conduct periodic, regular interactive sessions on employees' issues.
3. Engage in discussions with employees to gather their views for improving efficiency.
4. Implement peer assist and peer review processes to encourage more participation.
5. Foster an environment conducive to sharing knowledge and experiences to enhance the effectiveness of the working environment.
These are just some tips; consider exploring other participatory decision-making systems to enhance their sense of responsibility.
Thank you.
From India, Bhopal
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1. Create a knowledge management (KM) environment within the organization.
2. Conduct periodic, regular interactive sessions on employees' issues.
3. Engage in discussions with employees to gather their views for improving efficiency.
4. Implement peer assist and peer review processes to encourage more participation.
5. Foster an environment conducive to sharing knowledge and experiences to enhance the effectiveness of the working environment.
These are just some tips; consider exploring other participatory decision-making systems to enhance their sense of responsibility.
Thank you.
From India, Bhopal
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In today's work environment, with so many channels of communication, every employee is aware of their duties and responsibilities. It's the employees' commitment that makes the difference. Moreover, the targets are always achieved; otherwise, the business would not have been going on. The problems come with comparison between employees. One has done his very best, the other has done only the best. The aim should be to provide facilities/enablers to encourage employees and provide resources for them to do their very best. This has to be a continuous exercise as not all employees perform at the same level.
From India, Bangalore
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From India, Bangalore
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As per me, The major factor affecting the performance is LACK OF Knowlege Working without training/ job profile knowlege/ process of overall function are the other part of Knowlege Amit S
From India, Thana
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From India, Thana
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As per me, The major factor affecting the performance is LACK OF Knowlege Working without training/ job profile knowlege/ process of overall function are the other part of Knowlege Amit
From India, Thana
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From India, Thana
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Basic Reasons for Poor Employee Performance
Some of the basic reasons for poor employee performance are:
1. Lack of knowledge about the assigned work due to a lack of training.
2. Insufficient motivation strategies for junior employees.
3. Autocratic behavior from reporting managers or supervisors.
4. Lower pay packages compared to similar positions in other organizations.
5. Employees lacking necessary learning skills.
6. Heavy workloads leading to job stress.
7. Poorly implemented HR policies.
8. Failure to provide motivation for high-performing employees while giving equal recognition to underperforming ones.
9. Slow grievance resolution procedures.
10. Inconsistent man-hour scheduling.
11. Delayed salary payments, among other issues.
Thanks & Best Regards,
Vikas Ranjan
From India, Bangalore
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Some of the basic reasons for poor employee performance are:
1. Lack of knowledge about the assigned work due to a lack of training.
2. Insufficient motivation strategies for junior employees.
3. Autocratic behavior from reporting managers or supervisors.
4. Lower pay packages compared to similar positions in other organizations.
5. Employees lacking necessary learning skills.
6. Heavy workloads leading to job stress.
7. Poorly implemented HR policies.
8. Failure to provide motivation for high-performing employees while giving equal recognition to underperforming ones.
9. Slow grievance resolution procedures.
10. Inconsistent man-hour scheduling.
11. Delayed salary payments, among other issues.
Thanks & Best Regards,
Vikas Ranjan
From India, Bangalore
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how to motivate an employee to work as he cant be fired out from the org is there any way out to make him do work and comes daily but want to sit idealy
From India, Gurgaon
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From India, Gurgaon
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I think the defined work and the ability to do it may differ. First, concentrate on your joining process and the welcome program. Also, you need a training program for your supervisory team as they are in continuous touch with your employees.
Employee assessment is needed for your organization, and try a reward program for the best performances. Try to point out the employees who are demotivating others and counsel or punish them.
Compensation is the most effective part of performance. Just look into the same while having a discussion with your seniors.
From India, Pune
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Employee assessment is needed for your organization, and try a reward program for the best performances. Try to point out the employees who are demotivating others and counsel or punish them.
Compensation is the most effective part of performance. Just look into the same while having a discussion with your seniors.
From India, Pune
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Employee Engagement – Scaling Down Attrition.pdf