React and manage your company’s non performing employees

To avoid negative behavior of employees in an organization, HR Manager must understand why they end up performing low in an organization. One needs clear cut strategy and methods to manage this kind of behavior.

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.

By medium performers I do not mean that these are those kinds of employees who are neither rewarded by the employer nor can they be laid off from the organization. They have lost the vigor and excitement to perform their duties well hence this results in delayed career growth and new developments.

Low performance

Experts believe that such kind of employees usually ruin the learning, morale and performance of other employees. As it will be difficult for co-workers to escape from such negative impact, it is for the employers to deal with the problem. Experience and common sense says that if such employees are ignored or left to change by themselves, the workplace can soon turn indifferent to the company culture and even start disrespecting it.

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.

Employers are criticized because of:

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.

Make 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.

Go to the grass root level:

Putting the employee through the grind of training will help him overcome his limitations and learn the ropes of the business. Most employees argue that they are good enough for the job and there is no need to re-train. But, a firm management must communicate to the employee that it is important to go through the training to help him perform better and retain the job.

Time to review:

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:

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

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.

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