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Dealing with Poor Performers
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PRESENTATION ON
DEALING WITH POOR PERFORMERS
-SHIVANI
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Though no one cango back and make abrand new start,anyone can start
from now and makea brand new ending
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Reasons for Poor Performance
Ambiguity in Processes
If we want better performance, weneed to look in to work process beforewe look for faults in the people whorun them.
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Reasons for Poor Performance
Personal Problems
Something of nonwork nature may bethe root cause of poor performance.Like Alcoholism, drug dependency,conflicts in the house hold, work life
balance problem and so on.
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Reasons for Poor Performance
Relationship conflicts at work place.
Jealousy
Competition for the attention orpromotion
Favoritism
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Reasons for Poor Performance
Work overload
Work overload may be one of themajor reason of poor performance.
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How to manageperformance
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How to address poor performers
Diagnose the problem
Observe and gather data
Compare your observation withemployee performance goal.
Look for possible causes for poorperformance. E.g. poor job profile,
conflicts at work and so on. Check on your own observation.
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How to address poor performers
Confront poor performers
While confronting with an employee,we have to make sure that work
expectations and performanceobjectives are clear. The only way toverify the existence of performanceproblem is to state the expected level ofperformance and to measure theemployees actual performance againstit.
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How to address poor performers
Focus on future
While having a dialogue with poorperformer your focus should be onfuture performance improvement. Itshould not be a criticism.
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Basics for employee development
Job Redesign
The starting point for job redesign iscareful inventory of all the tasksassociated with job. After that look forthe opportunities to give the low level
task and gradually add a morechallenging activities as a regular part ofthe job.
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How to address poor performers
Task Delegation
Delegation is the assignment of specifictask or project by one person to another.When you delegate you transfer not onlythe work to another person but also the
accountability for completing the work tostated standards.
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How to address poor performers
Skill Training
Is another method of employeedevelopment.
It has two aims.
To keep the skills of employees updatedwith Advance technologies and business
practices. To help employees master the skill they
need to make greater contribution inorganization advancement.
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How to address poor performers
General Career Development program
Provide ladder for potential employeeswho constantly fall in to poor performerscategory.
Subsidies education to identified
employees. Make sure that every poor performer
should get career mentor.
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Thank
you!
