Hello everyone....
Actually we have one employee whom we have promised to give increment but since 2 months his performance is degrading day by day and because of him we have lost one project also...
Now i m in a dilemma that what we need to do as we have promised to give him 20% hike at the completion of his probation period...
Please anyone suggest what i can do so the employee will also not get demotivated and also i dont want to increase his salary at this point of time as because we suffered from financial loss..
From India, Delhi
Actually we have one employee whom we have promised to give increment but since 2 months his performance is degrading day by day and because of him we have lost one project also...
Now i m in a dilemma that what we need to do as we have promised to give him 20% hike at the completion of his probation period...
Please anyone suggest what i can do so the employee will also not get demotivated and also i dont want to increase his salary at this point of time as because we suffered from financial loss..
From India, Delhi
Dear Shefali,
You pay for the performance and not to the person. If the person's performance is on downhill then have you issued him warning letter? When you give him warning letter, it will also send him a signal, though indirectly, about what is stored him in future. In the warning letter, mention clearly that if he fails to improve his performance then severe disciplinary action will be initiated against him.
If he gets demotivated because of the warning letter, then it is his problem. I don't think that you need to mollycoddle him in spite of his below-expectation performance.
After one month, if his performance is not improved then give me chance to improve the performance and state clearly that his salary increment has been put on hold for the next three months and the increase would be proportionate to his performance.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
7884You pay for the performance and not to the person. If the person's performance is on downhill then have you issued him warning letter? When you give him warning letter, it will also send him a signal, though indirectly, about what is stored him in future. In the warning letter, mention clearly that if he fails to improve his performance then severe disciplinary action will be initiated against him.
If he gets demotivated because of the warning letter, then it is his problem. I don't think that you need to mollycoddle him in spite of his below-expectation performance.
After one month, if his performance is not improved then give me chance to improve the performance and state clearly that his salary increment has been put on hold for the next three months and the increase would be proportionate to his performance.
Thanks,
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear Ms. Shefali Gupta
I had decided not to post my comments in this forum due to some reason. Since you were in need of APPROPRIATE/SPECIFIC/PRECISE SOLUTION, i am posting my comments to sort out your employee related issue.
With PEACE OF MIND and carefully, please read my comments marked in PURPLE and BOLD. Kindly revert with PRECISE INPUTS. I am sure you will find perfect solution to your query.
1) You have promised to give increment - Could you be kind enough to me know
A) THE DATE OF YOUR PROMISE MADE TO YOUR EMPLOYEE IN WRITTEN OR ORALLY
B) "SCHEDULED INCREMENT DUE DATE AS PROMISED"
2) Since 2MONTHS his performance is degrading day by day -
A) You mean to say that, PERFORMANCE DEGRADATION noted is POST PROBATION PERIOD followed by your PROMISE/COMMITMENT for INCREMENT/HIKE IN PAY?.
B)Could you be kind enough to let me know "whether you had thoroughly studied the reason or had you conducted ROOT CAUSE ANALYSIS for SPECIFIC PERFORMANCE DEGRADATION, POST PROBATION PERIOD?
B) Did you compare the same with the PERFORMANCE noted during PROBATION PERIOD?
C) Did you find any DIFFERENCES?
D) FIRST LEVEL OF COMMUNICATION - Did his SUPERIOR tried to CONVEY(MENTOR/COACHING) THE MESSAGE, thus helping/supporting him to IMPROVE HIS PERFORMANCE.
E) SECOND LEVEL OF COMMUNICATION - Did you COUNSEL & COMMUNICATE the DEGRADATION in PERFORMANCE - ORALLY or WRITTEN to your EMPLOYEE, stating POST CONSEQUENCES FAILING TO IMPROVE PERFORMANCE?
3)Because of him we have lost one project also
A) What is the DESIGNATION of that EMPLOYEE?
B) List down the SPECIFIC REASONS for not securing the PROJECT purely ASSOCIATED only with this EMPLOYEE
C) According to you, what could be the ROLE should be either PLAYED or EXECUTED by this EMPLOYEE for securing that SPECIFIC PROJECT?
4) Now i m in a dilemma that what we need to do as we have promised to give him 20% hike at the completion of his probation period
A) You must pay him as COMMITTED because, he had successfully completed his PROBATION PERIOD. If you fail to pay him, you shall be CHEATING your EMPLOYEE
B) I hope you are not PAYING INCREMENT based on MONTHLY PERFORMANCE and INCREMENT is purely based on ANNUAL PERFORMANCE.
5) Please anyone suggest what i can do so the employee will also not get demotivated and also i dont want to increase his salary at this point of time as because we suffered from financial loss..
A) What is your ROLE and are you an AUTHORITY to decide about EMPLOYEE PERFORMANCE the PAY?
B) Once again i want to remind you that, you must PAY him as per PROBATION CONFIRMATION and PERFORMANCE NOTED during PROBATION PERIOD. If you have any issues, you can communicate to/with him in the next PERFORMANCE APPRAISAL. In the mean time, to BOOST his MORAL & PERFORMANCE, study the FACTORS associated with NON-PERFORMANCE. An employee might have PERFORMED well just to SEEK HIKE IN SALARY. Post probation, he might have started ignoring things due to OVER-CONFIDENCE
C) Please do not BLAME SINGLE EMPLOYEE, for your FINANCIAL LOSS. There are many people involved in your company including your TOP MANAGEMENT, and his SUPERIORS. If these individuals could have taken DECISION at their LEVEL, your company may not have incurred FINANCIAL LOSS.
The above strategy i had presented, has been designed by me to identify the REASON/ASSOCIATED FACTORS for EMPLOYEE DISENGAGEMENT & NON-PERFORMANCE . Its UNETHICAL to BLAME, A SINGLE EMPLOYEE for his NON-PERFORMANCE and relevant LOSS incurred.
I would be glad if you can "THINK OUT OF THE BOX" to seek/secure SOLUTION for any PROBLEM. If you need further support, please feel to email me, will do the needful to you.
With profound regards
From India, Chennai
I had decided not to post my comments in this forum due to some reason. Since you were in need of APPROPRIATE/SPECIFIC/PRECISE SOLUTION, i am posting my comments to sort out your employee related issue.
With PEACE OF MIND and carefully, please read my comments marked in PURPLE and BOLD. Kindly revert with PRECISE INPUTS. I am sure you will find perfect solution to your query.
1) You have promised to give increment - Could you be kind enough to me know
A) THE DATE OF YOUR PROMISE MADE TO YOUR EMPLOYEE IN WRITTEN OR ORALLY
B) "SCHEDULED INCREMENT DUE DATE AS PROMISED"
2) Since 2MONTHS his performance is degrading day by day -
A) You mean to say that, PERFORMANCE DEGRADATION noted is POST PROBATION PERIOD followed by your PROMISE/COMMITMENT for INCREMENT/HIKE IN PAY?.
B)Could you be kind enough to let me know "whether you had thoroughly studied the reason or had you conducted ROOT CAUSE ANALYSIS for SPECIFIC PERFORMANCE DEGRADATION, POST PROBATION PERIOD?
B) Did you compare the same with the PERFORMANCE noted during PROBATION PERIOD?
C) Did you find any DIFFERENCES?
D) FIRST LEVEL OF COMMUNICATION - Did his SUPERIOR tried to CONVEY(MENTOR/COACHING) THE MESSAGE, thus helping/supporting him to IMPROVE HIS PERFORMANCE.
E) SECOND LEVEL OF COMMUNICATION - Did you COUNSEL & COMMUNICATE the DEGRADATION in PERFORMANCE - ORALLY or WRITTEN to your EMPLOYEE, stating POST CONSEQUENCES FAILING TO IMPROVE PERFORMANCE?
3)Because of him we have lost one project also
A) What is the DESIGNATION of that EMPLOYEE?
B) List down the SPECIFIC REASONS for not securing the PROJECT purely ASSOCIATED only with this EMPLOYEE
C) According to you, what could be the ROLE should be either PLAYED or EXECUTED by this EMPLOYEE for securing that SPECIFIC PROJECT?
4) Now i m in a dilemma that what we need to do as we have promised to give him 20% hike at the completion of his probation period
A) You must pay him as COMMITTED because, he had successfully completed his PROBATION PERIOD. If you fail to pay him, you shall be CHEATING your EMPLOYEE
B) I hope you are not PAYING INCREMENT based on MONTHLY PERFORMANCE and INCREMENT is purely based on ANNUAL PERFORMANCE.
5) Please anyone suggest what i can do so the employee will also not get demotivated and also i dont want to increase his salary at this point of time as because we suffered from financial loss..
A) What is your ROLE and are you an AUTHORITY to decide about EMPLOYEE PERFORMANCE the PAY?
B) Once again i want to remind you that, you must PAY him as per PROBATION CONFIRMATION and PERFORMANCE NOTED during PROBATION PERIOD. If you have any issues, you can communicate to/with him in the next PERFORMANCE APPRAISAL. In the mean time, to BOOST his MORAL & PERFORMANCE, study the FACTORS associated with NON-PERFORMANCE. An employee might have PERFORMED well just to SEEK HIKE IN SALARY. Post probation, he might have started ignoring things due to OVER-CONFIDENCE
C) Please do not BLAME SINGLE EMPLOYEE, for your FINANCIAL LOSS. There are many people involved in your company including your TOP MANAGEMENT, and his SUPERIORS. If these individuals could have taken DECISION at their LEVEL, your company may not have incurred FINANCIAL LOSS.
The above strategy i had presented, has been designed by me to identify the REASON/ASSOCIATED FACTORS for EMPLOYEE DISENGAGEMENT & NON-PERFORMANCE . Its UNETHICAL to BLAME, A SINGLE EMPLOYEE for his NON-PERFORMANCE and relevant LOSS incurred.
I would be glad if you can "THINK OUT OF THE BOX" to seek/secure SOLUTION for any PROBLEM. If you need further support, please feel to email me, will do the needful to you.
With profound regards
From India, Chennai
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Performance Review Form - KDCL for year 2010.xls
Employee Performance.pdf