You must take action and keep it Going.
As we see the recent trends in HR, one needs to manage and understand why an employee behaves in a negative fashion and ends up performing low at work. As an HR Manager, one has to come out with effective ways to curb such employees in the organization
When employees face stress, deadlines, appraisals pressure and demands of personal life, some of them emerge tougher and winners while there are some who succumb to such pressures and are worn out soon. They exhibit lethargy, lack of interest in work and resentment against the employer.
By medium performers I do not mean that these are those kind of employees who are neither rewarded by the employer nor they can be laid off from the organization. They have lost the vigor and excitement to peform their duties well hence this results in delayed career growth and new developments.
Showcasing low standards of performance
Experts believe that such kind of employees usually ruin the learning, morale and performance of other employees. As it will be difficult for co-workers to escape from such negative impact, it is for the employers to deal with the problem. Experience and common sense says that if such employees are ignored or left to change by themselves, the workplace can soon turn indifferent to the company culture and even start disrespecting it.
Check out the list of things that a low performer does:
Low performing employees indulge in passing lewd comments on the organization working style and culture. He also starts discussing this with other employees and try to spread negativity in their minds as well. He critizes company policies and procedures and that they are totally waste. It is a challenge for any employer to manage such kind of negative behavior in their premises which may result in unrest among others.
How can we understand and manage our employees well?
Organizations need to figure out why there is such kind of behavioral change amongst employees. People tend to get disappointed when they find that things are not turning well for them and that there is nothing great happening for them anywhere.
Understanding what has gone wrong in the whole episode is a difficult task for managers to handle. This is because employees are not open to accepting the problem or taking responsibility for mediocrity at work.
Employers face crisis for three reasons:
They fail to recognise a troublesome employee. The employee spreads his discontentment to others. Dealing with such an employee requires time, tact and effort.
How to effectively deal with such situations?
Work towards reducing communication gap by discussions:
Have an open, serious discussion with the employee. A straight no-nonsense talk can alert the employee in a great deal. Once the employee knows that, as an employer, you are serious about the issue, he/she will share his concerns and speak out. Once, the employee realises that the manager will help him overcome indolence, it is important to brief him about the expectations regarding his progress at work.
You can reward the employee and provide him support to grow in the organization which will result in improvements in his attitude and work responsibilities.
Make Goals:
Sit with the employee and help him understand what the organization expects out of him and how he can set easy achievable goals for himself in line with the organization's objectives. Try to recognize any act of positivity which will inturn help in boosting his morale and eradicating negative behavior.
Check out the basic information:
Enhance the skills of employees by training and developing them so as to widen their horizon and make them learn the basics of business. People think that they don't require any training as they are perfect in their job or assignment. However the HR Manager must communicate to them that this will not only hone their skills but will also open future growth opportunities for them.
Do a timely Review:
After the training program, the HR manager must ensure to evaluate and review the employee's progress in his job. If the employee is still not performing well he should be alarmed accordingly. Clear cut communication must be made so that the employees are aware that this kind of negative behavior will not be tolerated and can result in any disciplinary action against them.
Time to say good bye:
If the employee doesn't change, and continues with his mediocrity despite all efforts, warnings and the helping hand from managers, it is time to take action against him. The employer has enough reasons to terminate his services. Communicate the same to him in a very private and calm manner to avoid a heated discussion. Articulate the reasons and avoid being impertinent. Tell him how his poor performance was damaging the morale and productivity of the organisation. Experts say that most deadbeat employees are prepared for this sooner or later. So, managing the termination is usually without affliction.
What can be concluded?
Once the employer is done with dealing with such employees, it conveys a very important lesson to the organisation-it pays to be extra cautious in recruiting employees, screening for negative attitudes and building a positive work culture!!! - 32171
As we see the recent trends in HR, one needs to manage and understand why an employee behaves in a negative fashion and ends up performing low at work. As an HR Manager, one has to come out with effective ways to curb such employees in the organization
When employees face stress, deadlines, appraisals pressure and demands of personal life, some of them emerge tougher and winners while there are some who succumb to such pressures and are worn out soon. They exhibit lethargy, lack of interest in work and resentment against the employer.
By medium performers I do not mean that these are those kind of employees who are neither rewarded by the employer nor they can be laid off from the organization. They have lost the vigor and excitement to peform their duties well hence this results in delayed career growth and new developments.
Showcasing low standards of performance
Experts believe that such kind of employees usually ruin the learning, morale and performance of other employees. As it will be difficult for co-workers to escape from such negative impact, it is for the employers to deal with the problem. Experience and common sense says that if such employees are ignored or left to change by themselves, the workplace can soon turn indifferent to the company culture and even start disrespecting it.
Check out the list of things that a low performer does:
Low performing employees indulge in passing lewd comments on the organization working style and culture. He also starts discussing this with other employees and try to spread negativity in their minds as well. He critizes company policies and procedures and that they are totally waste. It is a challenge for any employer to manage such kind of negative behavior in their premises which may result in unrest among others.
How can we understand and manage our employees well?
Organizations need to figure out why there is such kind of behavioral change amongst employees. People tend to get disappointed when they find that things are not turning well for them and that there is nothing great happening for them anywhere.
Understanding what has gone wrong in the whole episode is a difficult task for managers to handle. This is because employees are not open to accepting the problem or taking responsibility for mediocrity at work.
Employers face crisis for three reasons:
They fail to recognise a troublesome employee. The employee spreads his discontentment to others. Dealing with such an employee requires time, tact and effort.
How to effectively deal with such situations?
Work towards reducing communication gap by discussions:
Have an open, serious discussion with the employee. A straight no-nonsense talk can alert the employee in a great deal. Once the employee knows that, as an employer, you are serious about the issue, he/she will share his concerns and speak out. Once, the employee realises that the manager will help him overcome indolence, it is important to brief him about the expectations regarding his progress at work.
You can reward the employee and provide him support to grow in the organization which will result in improvements in his attitude and work responsibilities.
Make Goals:
Sit with the employee and help him understand what the organization expects out of him and how he can set easy achievable goals for himself in line with the organization's objectives. Try to recognize any act of positivity which will inturn help in boosting his morale and eradicating negative behavior.
Check out the basic information:
Enhance the skills of employees by training and developing them so as to widen their horizon and make them learn the basics of business. People think that they don't require any training as they are perfect in their job or assignment. However the HR Manager must communicate to them that this will not only hone their skills but will also open future growth opportunities for them.
Do a timely Review:
After the training program, the HR manager must ensure to evaluate and review the employee's progress in his job. If the employee is still not performing well he should be alarmed accordingly. Clear cut communication must be made so that the employees are aware that this kind of negative behavior will not be tolerated and can result in any disciplinary action against them.
Time to say good bye:
If the employee doesn't change, and continues with his mediocrity despite all efforts, warnings and the helping hand from managers, it is time to take action against him. The employer has enough reasons to terminate his services. Communicate the same to him in a very private and calm manner to avoid a heated discussion. Articulate the reasons and avoid being impertinent. Tell him how his poor performance was damaging the morale and productivity of the organisation. Experts say that most deadbeat employees are prepared for this sooner or later. So, managing the termination is usually without affliction.
What can be concluded?
Once the employer is done with dealing with such employees, it conveys a very important lesson to the organisation-it pays to be extra cautious in recruiting employees, screening for negative attitudes and building a positive work culture!!! - 32171
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