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<p>You gave him time management training and you coached him to finish more in less time and still he is always procrastinating, what would you do with him knowing that he produces very high quality work but always late and missing deadlines. Would you take the decision of firing him?</p>
Effective time management is essential not only in business but life in general. You have to weigh up the pros and cons of this employee's existence within the organisation to reach the answer your looking for. The fact you already tried aiding him using different methods proves the issue is not with training it's with the individual, they seem to lack commitment. Are they an asset to the business? Is their work of high quality which no other produces? Can their skills be transferred somewhere else? Is that role suitable, can they be relocated? How valuable is their experience? If you see potential in them and the capability of achieving greatness in the future then invest time into shaping them to become better overcoming the obstacle of procrastination, if you see them as a regular employee despite their quality of production then they can be replaced although it sounds harsh but you have to think long term benefits. Try adjusting the timelines or deadlines to his ability, but make sure the tasks/projects are not of urgency or importance, monitor their performance and review it, analyse the difference you may notice a trend forming, discuss the issue with them, the impact of it, consequences they may face or the severity of a consequence. If nothing works then I'm afraid the decision is down to you.
Use missing deadlines as a heavy factor in his periodic evaluation that effects the annual raise or bonus.
Keep giving him more tasks than he should do.
If he doesn't change, start giving him official warnings and let him know that you are looking for a replacement.
I hope you won't have to fire him, but when necessary, you should.
Initially i say NO because he is simply a good performer. However, you have to take into consideration the following:
As I understand the case, this employee is not a handy-man,
the better issue is, if it possible, to give him
a chance to move to the Quality Control function.
Give him a course of quality and time, if still with same attitude then you have to change him in quality control section. Like that you won the game.
Because he is a quality performer i will take personal interest to improve his time management skills.What i will do is give him assignments with a deadline earlier than the actual deadline. I will follow up personally and if i find there can be a delay, then put little bit of pressure. This method i will continue for a while and automatically he will fall into the groove.
Try to share the assignment and then after define time ask him/her via e-mail and then ask the reason for not doing it. Do highlight the issue for not completing it. Either its competency issue or lack of resources. Without highlight the need we couldn't suggest the solution.
i think the best way in dealing with this issue is using the Reward and Punishment Theory. with being careful that punishment should be done in sequence, this way for example:
on the other side, if this employee respected the warnings peacefully from the beginning, the Manager should appreciate this by many different ways. sending him a thanking e-mail for his appreciation to the instructions, or giving him a bonus,....etc.
i think the hastiness in firing this employee is not a wise reaction. Especially if he achieves a high quality work :) .
Regards
As we know today it is time which is money & money is what we really earn day in day out . We, need both people -like a good product mix is very essential- good people mix is also essential for an organization . If i have to convince / fight for such a guy/girl in my team which is essential for the organization as per my requirement -will do it with the management / hrd .
Thanks for the invitation
Well......Good question
Agreed with both answers given by
Mss.:Olfat Abdulqader & Mr.:Jetley as well too
in fact both of them did it in very excellent description