Register now or log in to join your professional community.
In general, employees perform badly for one of four reasons:
1) They don't really know what they are supposed to be doing
2) They do know, but they haven't been given good enough tools or systems or enough time
3) They do know, and they have the tools, but they are not up to the job
4) They do know, and they have the tools, and they are up to the job, but some outside factor is preventing them from performing well. (E.g. poor motivation due to workplace conditions, or personal difficulties)
In my experience, when somebody is performing poorly there is usually one specific problem behind it. My usual approach is to talk to them privately and say, "It seems to me that you are not performing at your full potential. My role as your manager is to help you do you job as well as you can. Let's talk about things that I can do to make your job easier to do well." Don't be angry or confrontational. Mostly, just listen.
The first step for finding out reasons for poor performance is to collect information first from the same person. This is my advice to managers don't always depend on your supervisors, I met many employees qualified more than supervisors. You need to have face to face meeting with these employees listen to them , let them feel confidence and respect... only then you will know the right reasons and make the right decision.
Employees target setting and bi-weekly one to one meeting is important to follow up on the progress of the employees. Employee shall be motivated when they can talk on contraints that they are facing in achieving their target and management shall give solution from time to time.
mostly its due to communication gap between work force & supervisory staff, with less accountability check on general,
it can be improved by:
1- regular communication
2- problem resulation by supervisory staff
3- periodic communication by senior management
4- ensued regular accountability
5- training, motivation activities
You don't have to discover, it's just a waste of time.
Breaking down resistance is simply by, acting as a leader, be a Leader and never be a boss to your employees.
A soldier is always inspired to do his best and always share his/her ideas and problems to a great Leader. That is the reasons why great Leaders always wins the battles.
Through my experience I beleive its that either the employees are not being paid well or appreciations are not giving to enhance motivation, promotions are not given to deserving candidates, higher management is not supportive to employee ideas, No proper or effective trainings, descrimination, departmental groupism, raging etc. These I beleive are the main aspects to look at in order to break down resistance.
The first step to break down resistance would be to have a heart to heart conversation with the employee, understand his/her personal issues, family background and be a mentor to the employee more than an employer.
