React and manage your company’s non performing employees

As an HR professional, understanding mediocre or poor performers goes a long way in correcting a negative behavior at work place. Tackling employee’s needs and demands requires time and tactics.

People tend to break down when they are loaded with work responsibility at home and in office. Some people manage these situations exceptionally well while some loose hope for any improvement. This results in throwing tantrums on their employer and making them the sole reason for their current sorrows.

The organization looks upon these medium performers as a liability to them and hence do not recognize them nor fire them. These kind of employees are involved in daily management activities and hence do not display or showcase exceptional results which ultimately leads to no career development for them.

Low performance

Many people believe that often low performers affect the performance of others who come into their influence. As all people are working in the same environment avoiding such kind of negative impact will be problematic for others and for the organization to deal as a whole. It is advisable to make such employees feel secluded from the rest which will force them to change their behavior.

The following is what the low performing employee does:

Passes improper comments about the organization and its culture. Talks about the work negatively with co-workers during breaks and lunch time. Criticizes company policies and spreads dissatisfaction in the workplace. Most employers are unsure of how to deal with such employees, who spell trouble for workplace positivism and morale.

Understanding Employees

Change in the employee behavior needs to be studied by the organizations so they can understand the change in the mindset of its employees. In any new job people start off with enthusiasm however as time passes by they tend to loose their energy and ultimately lands up in an unplanned situation which they cannot handle.

Organization will face difficulty in understanding what has gone wrong with its employees as people are not open to share or take responsibility for any shortcomings in their jobs.

The employers are made victims because of the following:

Dealing with an employee who creates disturbance in the organization is delayed as proper identification of such a person is not an easy task.

How to effectively deal with such situations?

Give opportunity to employees so that they can share their thoughts:

Allow employees to have an open discussion with you. A frank and serious discussion will definitely alert the employee and make him realize that the organization actually wants to help him by rectifying his problems and see improvements and good performance at work.

Customized incentives may help him strive better and overcome sluggishness. In short, clear communication and intolerance to negative attitude can help smarten the worker.

Define Objectives:

Help the employee in setting achievable goals, discuss acceptable and unacceptable behaviors with him and help him align behavior at work with goals. Review his behavior and efforts to improve constantly. Acknowledge a positive change and encourage his efforts. Such small steps can help the employee eliminate negative attitude and bring in new perspectives to work.

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.

Review and feedback is essential:

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 for him to leave:

Despite of all efforts and help, the employee is reluctant to change his attitude, calls for a serious action from the management which can also lead to a final termination from services. Share your concerns and his drawbacks politely in order to avoid any arguments. Further it is seen that such employees are already prepared for such a decision and they seldom go against it.

Lesson learnt

Once the employer is done with dealing with such employees, it conveys a very important lesson to the organization-it pays to be extra cautious in recruiting employees, screening for negative attitudes and building a positive work culture!!!

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