Please tell me the process of the following: 1. How to retain the outstanding performers 2. How to handle bottom performers
From India, Ahmadabad
1From India, Ahmadabad
How to retain outstanding performers.
How to handle bottom performers.
I agree with the lovely explanation given by Mr Gaurav Sareen.
Certainly quick fix solutions do not exist.
However we can approach with some known model like Dr Odriene’s Grid.
( I am not sure if I have spelt it correctly).
You may please refer the attachment.
Briefly the model is a Potential Vs Performance graph, showing a classical four quadrant grid.
It has Dead Wood, Work Horse, Problem Child and above all Stars.
All the four have different expectations and so suitable questions have to be asked.
The answers will provide clues to your plan of action.
Some examples :
Dead Wood – Why are they not performing ?
Slow output , inability, less capable, illness, negative attitude.
In what way management can tackle the above issue/ issues.
At any time were they trained?
Is there a Voluntary Retirement scheme?
Would they take it?
Outstanding Performers – STARS
What are the qualities that make them outstanding?
Professional competency, hardwork, motivated individual, self starters, others - identify the traits.
What are their expectations?
Huge monetary raise every time, fringe benefits, promotions etc
Is it within the framework of organization to provide the same?
WHAT IF scenario
If the STARS leave what is the strategy in place with the management?
Is there a standby arrangement?
How robust is the induction and training method in the organization to develop/ groom a new incumbent?
You can also surf the net with a query ‘Performance Vs Potential’ to get some more useful information.
V.Raghunathan…………………………………Navi Mumbai
From India
How to handle bottom performers.
I agree with the lovely explanation given by Mr Gaurav Sareen.
Certainly quick fix solutions do not exist.
However we can approach with some known model like Dr Odriene’s Grid.
( I am not sure if I have spelt it correctly).
You may please refer the attachment.
Briefly the model is a Potential Vs Performance graph, showing a classical four quadrant grid.
It has Dead Wood, Work Horse, Problem Child and above all Stars.
All the four have different expectations and so suitable questions have to be asked.
The answers will provide clues to your plan of action.
Some examples :
Dead Wood – Why are they not performing ?
Slow output , inability, less capable, illness, negative attitude.
In what way management can tackle the above issue/ issues.
At any time were they trained?
Is there a Voluntary Retirement scheme?
Would they take it?
Outstanding Performers – STARS
What are the qualities that make them outstanding?
Professional competency, hardwork, motivated individual, self starters, others - identify the traits.
What are their expectations?
Huge monetary raise every time, fringe benefits, promotions etc
Is it within the framework of organization to provide the same?
WHAT IF scenario
If the STARS leave what is the strategy in place with the management?
Is there a standby arrangement?
How robust is the induction and training method in the organization to develop/ groom a new incumbent?
You can also surf the net with a query ‘Performance Vs Potential’ to get some more useful information.
V.Raghunathan…………………………………Navi Mumbai
From India
Dear V. Ragunathan,
You have provided Salil with a painstaking response that provides a wonderful launch pad and a sense of direction prior to commencing the talent retention process.
I too have learnt from your detailed response.
Thank you for educating me! And, like me, I am sure Salil too has taken away a couple of learnings!
Take care & All the Best!
From India, Gurgaon
You have provided Salil with a painstaking response that provides a wonderful launch pad and a sense of direction prior to commencing the talent retention process.
I too have learnt from your detailed response.
Thank you for educating me! And, like me, I am sure Salil too has taken away a couple of learnings!
Take care & All the Best!
From India, Gurgaon
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