what could be the reason of employees not performing? tips to resolve the problem!
From India, Curchorem
1From India, Curchorem
Following points are my personal experience
1) Not properly trained to do job / work
2) Not professionaly educated /trained to understand job /work
3) Not informed to him what is expected out of him /her.
4) No feedback is given to him / her about poor performance
5) Not involved in targent setting by the immediate boss / superior
6) Targets are set on much higher side that normal capacity person would find it difficult to acheive..............
From India, Pune
1) Not properly trained to do job / work
2) Not professionaly educated /trained to understand job /work
3) Not informed to him what is expected out of him /her.
4) No feedback is given to him / her about poor performance
5) Not involved in targent setting by the immediate boss / superior
6) Targets are set on much higher side that normal capacity person would find it difficult to acheive..............
From India, Pune
Hello,
Many factors affect the performance of an employee; some examples can be as under:
Unavailability of enabling working environment.
Lack of motivation.
In equality in pay.
Manager's management behavior affect the employee's performance.
What is expected from employee and how his/her achievement contributes in overall productivity of organization.
Best Regards,
Sameer
From Afghanistan, Kabul
Many factors affect the performance of an employee; some examples can be as under:
Unavailability of enabling working environment.
Lack of motivation.
In equality in pay.
Manager's management behavior affect the employee's performance.
What is expected from employee and how his/her achievement contributes in overall productivity of organization.
Best Regards,
Sameer
From Afghanistan, Kabul
Dear Bhavisha,
Others have given you some tips on the reasons for underperformance. However, like my wont, I will raise questions.
What do you do and in which industry and why are you seeking the answers? Are your juniors not performing and/or are you in a position to institute steps to remedy the deficiencies?
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Others have given you some tips on the reasons for underperformance. However, like my wont, I will raise questions.
What do you do and in which industry and why are you seeking the answers? Are your juniors not performing and/or are you in a position to institute steps to remedy the deficiencies?
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Hi Simhan
I am working in an insurance co. & i am working here on 2 profiles simultaneuosly. 1st as a Trainer & 2nd as ER (Employee relations) I am trying to analyse the reason for attrition in the organisation.
From India, Curchorem
I am working in an insurance co. & i am working here on 2 profiles simultaneuosly. 1st as a Trainer & 2nd as ER (Employee relations) I am trying to analyse the reason for attrition in the organisation.
From India, Curchorem
Reasons for attrition are not the same as employee not performing. Hence, please give us some more information about the level of attrition and what you have done so far (for example, have you conducted any exit interviews and/or analysed the reasons given for leaving, etc).
Have a nice day.
Simhan
From United Kingdom
Have a nice day.
Simhan
From United Kingdom
Dear Bhavisha999
Our members have given you some tips on poor performance.
In Addition, Poor Motivation or No Motivation and the unavailability of Motivational Factors, Non availability of Timely guidance and assistance to the needy people and finally if anything going wrong, then the Blame Part will come on the head of the employees are the major real reason for Attrition.
Eventhough so many people tells so many reasons in the exit interview, if you ask personally to the candidate, if he tells the truth, then you can find them all in the above category only.
From India, Kumbakonam
Our members have given you some tips on poor performance.
In Addition, Poor Motivation or No Motivation and the unavailability of Motivational Factors, Non availability of Timely guidance and assistance to the needy people and finally if anything going wrong, then the Blame Part will come on the head of the employees are the major real reason for Attrition.
Eventhough so many people tells so many reasons in the exit interview, if you ask personally to the candidate, if he tells the truth, then you can find them all in the above category only.
From India, Kumbakonam
Poor Performance of an employee also depends on the attitude of the co-workers too,since when a person joins in a company they get influenced by co-workers and how they tell about their seniors.
To speak frankly, In my Previous organisation,people who used to work hard were not reconginsed but people who acted as if they work hard were recognised,there should be no inequality in treating people.This leads the hard working person also to do poor performance,since he is not recognised, we always cannot say that management people or senior people in the comapny is correct, indeed they should be the role models, when all these aspects lack this naturally leads to poor performance.
I dont know how far the above is correct, but this has played a very vital role in my previous organisation.
From Sweden, Örebro
To speak frankly, In my Previous organisation,people who used to work hard were not reconginsed but people who acted as if they work hard were recognised,there should be no inequality in treating people.This leads the hard working person also to do poor performance,since he is not recognised, we always cannot say that management people or senior people in the comapny is correct, indeed they should be the role models, when all these aspects lack this naturally leads to poor performance.
I dont know how far the above is correct, but this has played a very vital role in my previous organisation.
From Sweden, Örebro
1. Your KRA's 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 an PIP where he/she can meet the expectations of the organization.
3. trust, fairness and team work are also mandatory at work.
4. manager should also understand his/her team members interest at work and assign the role accordingly.
in general every HR says that recruitment is placing right person at right time at right place at right job. thts just not sufficient in the present scenario. understanding SMART and assigning roles are imp
any suggestions to this post are welcomed.
Regards,
Revathi.
From India, Guntur
2. every quarter / half yearly individuals performance should be measured on various competencies. this enables his / her immediate boss to suggest an PIP where he/she can meet the expectations of the organization.
3. trust, fairness and team work are also mandatory at work.
4. manager should also understand his/her team members interest at work and assign the role accordingly.
in general every HR says that recruitment is placing right person at right time at right place at right job. thts just not sufficient in the present scenario. understanding SMART and assigning roles are imp
any suggestions to this post are welcomed.
Regards,
Revathi.
From India, Guntur
According to me everybody knows their responsibilities.
Poor performance might be lack of knowledge about his duties and responsibilities. His trainer should have interest in training him by telling that he is also equally important for the growth of the company. Little personal interest on him for his lagging and give solutions dont neglect even the lower level employees consider their opinion show the consideration for them If trainer will do all the above nobody will do under performance
A Trainer should know how to get the work to be done without commanding
From India, Bangalore
Poor performance might be lack of knowledge about his duties and responsibilities. His trainer should have interest in training him by telling that he is also equally important for the growth of the company. Little personal interest on him for his lagging and give solutions dont neglect even the lower level employees consider their opinion show the consideration for them If trainer will do all the above nobody will do under performance
A Trainer should know how to get the work to be done without commanding
From India, Bangalore
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Recognising poor performance.pdf
Disciplinary+si tuations+includ e+misconduct+an dor+poor+perfor mance[1].doc