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There are five main ways to overcome performance problems associated with a lack of ability. Consider using them in this sequence, which starts with the least intrusive:
Sometimes poor performance has its roots in low motivation. When this is the case, you need to work closely with the employee to create a motivating environmentin which to work. There are three key interventions that may improve people's motivation:
Here, then, are nine things that excellent managers do when confronted with a difficult employee – things that keep them from getting sucked into an endless vortex of ineffectiveness and frustration:
This is pertaining to the Leader and Follower traits;
If an employee perform bad not because of his personal, family, financial, environmental, societal, HR issues, then it is conclusive that its because of the Leader/ Boss!
If the leader evoke TRUST in the first place, then the follower has no question to unfollow whatsoever!
one way to deal with a bad employee is by giving him/her extra treaning.
The experts have rightly put it across. Every one is an employee of the organization at the end of day and we are all working for a reason. Apart from following the rules, listening, discussion, support, documentation, I usually ask the (really bad) employee to take a day to think of the consequences to himself, future job prospects, effect on family, and it does help too.
Coaching someone along is usually what I do. You hired them for a reason - they must have the requisite education and skills, right? Maybe they just need the motivation or help to achieve their potential. By talking you may find there's a problem that you can help resolve.
Employee performance evaluations are used by many companies and firms to maintain the productivity of their employees and ensure that everyone in the office is working at top level. Most of the time, these employee evaluations are nothing to worry about – unless you get a bad review. Here’s how you can deal with bad employee performance reviews.
Also make sure that you continue to maintain your good working relationship between you and your boss and your office mates, in spite of the negative reviews. Remember, you will not necessarily be kicked out of your job because of the review. Severing all ties will only worsen the situation. And even if you happen to get dropped from the job, the last thing that you want is to have a negative recommendation letter.
There are no bad soldier under a good general. You need to UP your management and communication skills. Do not look for short answers here, the real answers are in the books written by experts.
-Address the problems where its by using a template to recognize exactly
where the problem of that performance .
_ Check the job description of the employee and give him a message that his job is very important for the organization.
- Show him or her how can be efficiently. Because the problem is the word of efficient is very wide so Its very important to show him the clear steps to enhance the performance .
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When managers become aware of poor employee performance, the immediate reaction is "How do I discipline" the employee for performing poorly - absenteeism, tardiness, missing deadlines, not doing the work the right way, etc.
Instead of taking that approach, why not focus on the root cause of poor employee performance. What if there is a personal issue plaguing the employee? If so, disciplining is not the right answer. Perhaps recommending counseling or other interventions might help with poor employee performance.
Very few employers have formal mentoring or coaching programs in the workplace. However, these programs can often offer grassroots intervention to poor performing employees.
Agreed to the experts..............................