Careers

How To Handle Non Performers and Save The Organizational Environment From Negativity?

You must take action and keep it Going.

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.

Some people can manage stress on account of work pressures, time lines and demands in professional and personal life better as compared to others. However, there are certain people who give up and fail to handle such kind of situations which ultimately results in loosing interest in their job. For their own shortcomings they blame their present employer and hold them responsible for their failure.

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.

Negative Impact on performance

A low performing employee in an organization definitely affects the motivation of other people around him. It is the responsibility of the employer to deal with such kind of problems and make such employees realize how their negative behavior is disturbing the environment of the organization.

Check out the list of things that a low performer 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.

How can we understand and manage our employees well?

Organizations need to figure out why there is such kind of behavioral change amongst employees. People tend to get disappointed when they find that things are not turning well for them and that there is nothing great happening for them anywhere.

As an HR Manager you will face difficulty in handling and understanding what has gone wrong with your people. The only reason for this is that people will not openly share with you or take ownership for any shortfalls in their work.

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.

The following measures will help employers handle such problems efficiently:

Discuss the issue:

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.

Set goals:

Set goals for employees which are achievable and acceptable and the ways in which they can be conquered. Help the employee to align and change his behavior according to the organization’s mission and appreciate any positive behavior shown by him at workplace. Such small gestures will definitely help in improving employee’s attitude and open a world of opportunities for him.

Check out the basic information:

Need specific training and development programs will definitely put the employee into the next level where they will not only gain confidence and perform better but will also specialize in his current work profile.

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 to say good bye:

A strict action must be taken against him if he doesn’t change in spite of continuous efforts and help from the HR professional. He can also be terminated from his services. To avoid any heated arguments try to communicate the same to him privately and calmly. Try to be specific in highlighting the major causes which led to such a decision. Clearly tell him that his negative attitude is spoiling the organizational culture and his poor performance is affecting company’s growth. It is seen most of the time that managing such termination is an easy task as these employees are already prepared for the worst.

What Have You Learnt?

The take away from such an incident is that the employer conveys to his people how much he values his culture and that he will not compromise on anything and retains its dignity. Further, the organization needs to strengthen its recruitment strategy to avoid hiring people with any negative mindset.

Want to find out more about recent trends in human resource management, then visit Amit Kumar’s site on corporate culture development

Tags: branding, Small Business, Entrepreneurialism, Ecommerce, Sales

© 2009 The Business For Geeks Blog.
Blues Backing Tracks | Guitar Backing Tracks | Top Karaoke Songs | Karaoke CDs | Blues Chords | Shed Plans | Autobody Repair | Hairdressing Courses