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We should know the difference between:
1- Individula performance.
2- Department performance
3- Org performance.
But we can not make a person bears the responsibility of2 or3 if he/she is not the manager/leader.
It depends purely on the reason of the leave request.
When an employee is asking for the leave it means he needs it. If you deny, he might not be able to concentrate on the work anymore because from his perspective he did his best but couldn't get the reward he expected.
Yes I would let him go on vacation.
1- He met his target so it is not his fault why the overall target is not met.
2- If I force him to stay I will not get any work from him anyway because he will be disappointed.
3- If I don't give him his requested vacation, he will take it that I don't appreciate his effort and the fact that he already achieved his target
For the good of the company and the employee himself I would give him his vacation and work with the rest of the team to try to achieve their targets too.
Concentrate on the under-achievers to make them boost their performance and not squeeze the good ones for more or you'll lose them too
Support for the genuine reasons--Explain to him the situations with an implied request--rest of the thing the employee's loyalty determines. Compulsions definitely have adverse effects.
If the performance in previous months and/average performance is/are below the group total--the message should be expressively conveyed to him if the reasons quoted by him is not prominent.
Sir my view in stalwarts Of Marketing & Sales : " This is a very vital question but it comes every now & then in todays organizations -because there is never a chance - that HRD -does not loose a chance to ask such a question - If its me, i would say to stop one from his /her personnel duty is no answer - because we have to have trust & faith on a sales person / employee because if he/she is asking for a leave -he/she is calculating the pros & cons of the situation from all angles-we have to think as seniors that the call could be completed by him /her in how much time , because anyways if he/she stays back also his/her out put will become less & finally will be bad on both - why penalize .- try /talk / request & still if he/she wants -let him /her go . Now, from organization set up -yes if its not right & Management asks -give a call on his /her back-that this is the last time & we have created a stepny for you . You have to decide between work & house -thats my role & i am conveying,if still pls talk to hrd or management . Politely get out of it -because have to daily get work done & performance is my end target which i need from my juniors at work .
It's depend on the situation that why he want leaves.
It all depends on the reason for their leave request. If the leave is not important than you may discuss with the employee to delay their leave and explain to them why they are so important to the team. Communication is the key to this situation.
It is natural….Ultimately we sales guys are also human …
That why …Mostly persons wants sitting job & fix salary .
What is the issue over here….When we requires they perform when they require it’s our turn to support after all it’s a team.
If I was in that that situation I wont let her or him yet . I just ask for a few days after we finish all the target that we have to finish thats the time i ask her or him to take a off. Or if I can do the job for her or him I just do it.
Every employee has rights and responsibilities.
Sure, he met his personal sales target.
Sure he has the right for days off.
And sure you need a motivated team
But there are few things that we need to understand:
- Personal sales target is not the only responsibility of a sales employee. That means when the employee meets his sales target, that does nor mean that he finished his job and can go home.
- Every employee should feel responsible for the overall target of the department. If others fail to meet their target, he should try to compensate their failures to help the team meet the total target
- A manager has the right to reject any leave request if for the sake of the department, unless it is an urgent issue.
- Employees should plan their long leave (more than2 days) long time before.
Therefore, I believe that the manager can reject the leave request but in a friendly way in order not to loose the employees motivation. For example by highlighting the important role that the employee will play helping his department out. Of course taking the reason for leave into consideration.
