This website uses cookies to ensure you have the best experience. Learn more

Under Performance Essay

2772 words - 12 pages

– Best Practice guide – Managing underperformance

Working at best practice

Employers who work at best practice benefit from motivated staff that are performing at their best. These employers also understand that when issues concerning underperformance are not addressed and managed both appropriately and sensitively, it can lead to unhealthy and unproductive outcomes that may affect the entire workplace.
This Best Practice Guide helps explain what is meant by underperformance and why this happens. It sets out an easy to follow five-step plan to help employers and employees address and manage issues about underperformance.
There is also a checklist to assist best practice employers.
...view middle of the document...

What are the reasons for underperformance?

There are many reasons why an employee may perform poorly. Some of the common reasons include:
· an employee doesn’t know what is expected because goals and/or standards or workplace policies and consequences are not clear (or have not been set)
· interpersonal differences
· there is a mismatch between an employee’s capabilities and the job they are required to undertake, or the employee does not have the knowledge or skills to do the job expected of them
· an employee does not know whether they are doing a good job because there is no counselling or feedback on their performance
· lack of personal motivation, low morale in the workplace and/or poor work environment
· personal issues such as family stress, physical and/or mental health problems or problems with drugs or alcohol
· cultural misunderstandings
· workplace bullying.
Underperformance should be dealt with promptly and appropriately by an employer, as employees are often unaware they are not performing well and so are unlikely to change their performance. Best practice employers understand that issues that are not addressed promptly also have the potential to become more serious over time. This can have a negative effect on the business as a whole as it can affect the productivity and performance of the entire workplace.
Helpful hints
Dealing with underperformance can be challenging and confronting for employees and employers alike, but it does need to be addressed. Managers need clear procedures, organisational support and the courage and willingness to manage the issue.
Provide training to managers on how to handle underperformance issues. It may be helpful to include role play workshops in the training material so that managers can learn how to approach matters in real-life scenarios. Well trained managers are better able to identify and address issues of underperformance.
If performance problems arise, it is crucial that they be resolved early. The longer that poor performance is allowed to continue, the more difficult a satisfactory resolution becomes, and the more the overall credibility of the system may suffer.
Not every underperformance issue needs a structured process. Explore other options for improving performance, such as the use of continuous feedback.
Remember that for performance management to be successful, the culture of the business should be one which encourages ongoing feedback and discussion about performance issues in open and supportive environments.
How to manage underperformance

A clear system for managing underperformance is good for both a business and its employees.
Best practice employers are aware that ineffective performance management can dramatically reduce the level of performance in a workplace. Employees that perform well can lose motivation if they have to carry the burden of poor performing colleagues. Also, most employees who are not performing well would like to improve.
...

Other assignments on Under Performance

Executive Pay And Company Performance Essay

554 words - 3 pages performance. The relationship between payment and company performance is actually the relationship between executives and shareholders. Apparently, chief executives are not willing to let the board reduce their pay. A pay-for-performance model (the depression of the company or the lost of shareholder benefit will cause a decline of bonus) is worth to try. Under this model, the executive pay is related to the firm’s performance, which forms an

Crm In Hotel Industry Essay

4685 words - 19 pages Int. Journal of Economics and Management 3(2): 297 – 316 (2009) ISSN 1823 - 836X Linking CRM Strategy, Customer Performance Measures and Performance in the Hotel Industry NOR AZIAH ABU KASIMa* AND BADRIYAH MINAIb b Graduate School of Management, Universiti Putra Malaysia Faculty of Economics and management, Universiti Putra Malaysia a Customer relationship management (CRM) has been increasingly adopted because of its benefits of

Organizational Chart

438 words - 2 pages technical issues to the customer support manager, leading and motivating the engineers, tracking the daily work performance and providing the feedback to the customer support manager. The engineers under a team leader works on issues like system administration, network issues, troubleshooting problems, and hardware and software issues. The engineers will have a direct contact with the clients through web application

Juris Doctor

932 words - 4 pages PERFORMANCE BY ANOTHER PARTY, CALLED THE PRINCIPAL OR OBLIGOR, OF AN OBLIGATION OR UNDERTAKING IN FAVOR OF A THIRD PARTY, CALLED THE OBLIGEE. IT INCLUDES OFFICIAL RECOGNIZANCES, STIPULATIONS, BONDS OR UNDERTAKINGS ISSUED BY ANY COMPANY BY VIRTUE OF AND UNDER THE PROVISIONS OF ACT NO. 536, AS AMENDED BY ACT NO. 2206.”50 
 XXXXXXXXXXXXXXXXXXXXXXXXXXXXX 
 WHAT IS THE NATURE OF THE SURETY’S LIABILITY? 
 IT IS JOINT AND SEVERAL, LIMITED TO THE AMOUNT OF

Army Physical Fitness

524 words - 3 pages performance, and retrain until they meet Army PRT System standards under conditions that try to replicate wartime conditions. The end state requires leaders to integrate the relative physical performance capabilities of every Soldier to generate superior combat power. Critical to successful individual and unit performance is the ability to develop the physical potential of all Soldiers for maximum performance. Training to standard using

Essay

1153 words - 5 pages competitors. Taking only the numerical information, it shows Nike as a company that is weak in returning earnings as a stockholder. Furthermore, Nike’s PEG ratio against Adidas’ PEG ratio is less attractive. Overall, I would not buy Nike in the near future. Works Cited Cariaga, Vance. "Under Armour Upgraded On Performance, Growth Prospects." Investor's Business Daily. N.p., n.d. Web. 21 Apr. 2014. Diaz, Amanda. "Nike: Just Buy It?" Yahoo Finance

Accounting

827 words - 4 pages party to the conditions of the contract only for the conditions already fulfilled. Material:   The failure to perform under the conditions of the contract in a significant way that the failure destroys the value of the contract.  A material breach will free the aggrieved party from fulfilling his duty to the contract. The aggrieved party has the legal right to sue for breach of contract.   In Complete Performance:  The breaching party refuses

Hovey And Beard Company Case

891 words - 4 pages 1. Discuss how the principles of job design and reinforcement theory apply to the performance problems at the Hovey and Beard Company. According to Ivancevich “Job Design is the process by which managers decide individual job tasks and authority” (p.150), furthermore managers decide about the content, responsibility and duties of the job. Managers have the power to determine the method of doing the job; additionally they are able to expect a

Qawdawd

856 words - 4 pages thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and

Cima

9239 words - 37 pages intrapersonal variables and their possible association with features advocated under JIT appear not to have been considered. Given the very different working environmental conditions promoted under a JIT system compared with a traditional system, an understanding of manager behaviour and performance is crucial if firms are to gain full advantage of the benefits espoused under a JIT system. The link between managerial performance and organisational

Contract Law

4434 words - 18 pages contact is fulfilled as soon as the parties to the contract execute their obligations arising under the contract within the time and in the manner prescribed. Offer To Perform (Sec. 38) Sometimes promisor offers to perform his obligation under the contract at the proper time and place but the promisee does not accept the performance. This is known as “Attempted Performance” or “Tender”. Where a promisor has made an offer of performance to

Similar Documents

Research Essay

3415 words - 14 pages were streamlined in 2001. World over in depth studies have been under taken in recent years to find out direct impact of Human Resource Management practices on Organizational performance. Researchers have shown that there is positive impact of HRM practices on organizational performance. The HR department has become important part in multinational industry. In developing countries like Pakistan is no concept of HR practices. Likewise in Gujranwala

Yolo Swagger Sollen Sterben Essay

1720 words - 7 pages by the human body. If the temperature drops under a safe limit, we shiver. If the temperature increases, we sweat. Both are performance improvement initiatives of the body, aimed to regulate its temperature back to safe limits. The KPI here is the temperature. While it is not a constant, its trend is good when within certain safe limits. The use of KPIs for rewards and punishment should be limited and driven by self-assessment. Purposeful

Performance Appraisal Essay

771 words - 4 pages employee’s performance on each factor. Please read the definitions of the rating scales. 5 = Outstanding4= Exceeds Requirements | 3= Meets Requirements2= Below Requirements | 1= Unsatisfactory | 5= Outstanding | Performance significantly exceeds requirements of the positions. Quality and Quantity of work are high under adverse or pressure conditions. Minimum supervision is needed. Significant measurable contributions are made. | 4= Exceeds

The Impact Of Hrm On Organisational Performance

3635 words - 15 pages linkage, there are flaws in these theories, which makes the theoretical evidence of HRM and performance relationship weak. 3.1 Categorizing theories 3.1.1 Strategic theories According to Guest (1997), strategic theories focus on the linkage between the series of external contingencies and HRM policy and practice, and the hypothesis under these theories is that ‘a good fit’ with both external and internal factors would result in superior