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| Author: Antony Xavier |
We would have read or discussed many times regarding Non Performers.
There are many reasons why some employees fall into the ‘non performers’
category. We also debate frequently on who is accountable for the non
performance of the employee; is it the selection process of the organization or
the supervisor who is inefficient. While it is important to identify why
certain employees are branded as non performers when they were actually
recruited for being a performer in the previous role, it is also important to
be aware of how to manage them in such a way that they perform better. Here are
some ideas to consider improving the performance of the employee:
1. Focus on helping employees understand that their performance is not
up to standard and help them be aware through regular feedback and the impact
of their performance. Communication is very important. (FEEDBACK)
2. Facilitate Trust. (TRUST)
3. Set the expectations clearly. (KRA)
4. Identify their strengths and provide the desired environment to
nurture the same. (Right Person for the Right Job)
5. Screen them through Assessment Centres: Behavioural experts should be
engaged to identify the attitudinal attributes which marked them as
non-performers.
6. Design a 360 degree feedback mechanism to collect inputs from
managers, peers and subordinates that provides an input to analyze.
7. An Independent performer can fail when he becomes a team manager
hence it is important to train managers to develop subordinates which will help
them to perform the role adequately.
8. In consultation with the employee assign a new role.
9. If nothing works there is nothing wrong in parting ways since he
might not be a right hire for the organization.
It is easy to loose an employee, but surely every employee is unique and
is an asset to the company who will help the company in achieving its vision
through proper system.
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