PPT Presentation
Running head: RESOLVING EMPLOYEE PERFORMANCE ISSUE 1
RESOLVING EMPLOYEE PERFORMANCE ISSUE 11
Resolving Employee Performance Issue
Resolving Employee Performance Issue
Abstract
Most companies are struggling with the achievement of the set goals. Among all the resources available, it is important to note that the employees are the most fundamental. Their ineffectiveness would thus be extremely disadvantages to a large number of individuals that are essentially important to consider. The employee underperformance has been a downfall for most of the companies. Among the many companies that are currently facing challenges in employee effectiveness include the Brime Wear Company, which involves in the activities of selling clothes online. In this organization, employee ineffectiveness can be associated to the inability of the follow the right procedures while dealing with employee disciplinary issues.
The organizational management is currently seeking solutions which can help in making sure that the organization regains its general effectiveness, first by regaining the effectiveness of its employees. According to Devito, (2016), every employee is motivated by issues differently and thus the first step of the plan proposed by the study is evaluating the specific organizational employees that are ineffective and then identifying the cause of this ineffectiveness. The next step should then be confronting the employee on a counseling and skill development session to help them improve their work performance (Devito, 2016). After that, if no change is recorded, then the management can issue a warning letter the, a reprimand before dismissal. The process is procedural and thus ensuring that every step is clear and that every employee is treated with respect. The study thus provides an effective model that an organization can utilize to ensure that at all times, employees of Brime Wear Company can remain completely effective and motivated to work.
Introduction
Brime wear is completely conversant with the fact that organizational employees are the most essential and important resource in an organization. Resolving employee performance issues is thus an essentially important issue for the organization to consider. It is unfortunate that most of the companies have not invested in understanding the most ideal process they can use to deal with the issue of employee ineffectiveness. Brime Wear is among these organizations and it requires a solid strategy that will be used to handle all cases of employee ineffectiveness. The employees are delicate resources, and they are characterized by diverse skills that are important in ensuring that the workforce is diversified. It is for this among other reasons that it is important to ensure that they remain completely effective and motivated to work for the organization.
This study is completely dedicated to providing and justifying a proposal through which the issues of employee performance can completely be solved. It is guided by the thesis statement that “evaluating the cause of employee ineffectiveness and then creating a strategy to address this issue for every organizational employee is the right solution for Brime Wear Company to use because it will help the organization understand the issues that are causing employees to reduce their effectiveness, address every performance issue individually for every employee and completely solve the problems that are contributing to increased employee ineffectiveness.”
Discussion
For any given organization, the development to achieve its goals is highly dependent on the input of the employees. They are the basis of the company since they are responsible for implementing all the plans made by the management. Therefore, resolving their issues will see the company in another step of growth. In Brime Wear Company it is important to note that there has been tremendous complains from the employees on the way they are treated. Additionally, company’s management has experienced the problem of hiring and firing of their workforce year in year out. Therefore, there is need to come up with the recommendations that will help the organization to cease the hiring and firing process, but manage to obtain and sustain a solid solution.
Criteria upon which recommendations will be based
The recommendations to solve the poor performance by employees will be based on the cause of the poor performance. Before the recommendations on the process of solving the employee performance issues, it is important to develop the cause of the problem. Employee performance is tied to the ability to work as well as the motivation they get to perform the task. Most of the employees are fired because of the inability to perform and meet their assigned targets. Some of the factors that cause the employees not to perform in their line of duty are the lack of ability as well as lack of motivation in the workplace.
Lack of ability
Lack of ability is the absence of some of the essential factors in the process of carrying out a task. After carrying out a thorough evaluation of the company and how the employees of the organization operate, I managed to identify a number of possible causes to employee ineffectiveness in the work place. To begin with, the employees failed to perform because they lack the necessary resources such as the personnel, Time, supplies or even money. When employees experience issues, it is advisable that they inform the employer or rather the management of the challenge instead of trying to carry out the duty without the resources and thus ending up being shoddy (Lazaroiu, 2015).
Also, the employees might come across obstacles in their process of carrying out their duty. Some of the obstacles would include the inability to agree with different departments, issues with the clients, issues with the supervisors or any other obstacles that are not within the control of the employees. It is necessary that the company’s management come in handy to help the employee reduce the effect of the obstacles on the results.
Inadequate skills also proved to be the greatest challenge in the employee performance. The employees lack the skills necessary for the duty because they are being promoted to higher positions before they are ready or rather they are promoted with no further training and thus having employees with poor leadership skills. Finally, all the job descriptions have expectations or the goals that are to be achieved at the end of the process. Considering this, if the employees have no clear goals or the expectations are misunderstood, it thus leads to poor performance.
Lack of motivation
Employees can lack the necessary motivation in the workplace due to lack of carrots, lack of sticks also burn out. No carrots mean the absence of the motivation through rewards. If the employees are not rewarded after any attainment of the set goals, then, it means that their hard work is not recognized. In the process, they are not motivated to work for their targets. Also, no sticks, on the other hand, refers to the absence of the consequences in case the employees do not attain their goals. If there are no sticks, the employees feel like they can run away with the wrong that they have done, or even turning in shoddy work. There is a need for the management to communicate the consequences of not performing. Finally, burn out of the employees causes poor performance. The employees are considered to burn out after some time working and this should be an indicator to the employer that they are bored and there is need to bring up some motivation to reenergize the workforce
Data and research findings
According to the research carried out in a bank in Bangladesh, the employees were issued with questionnaires that were intended to provide information on the extent to which the performance appraisal as a way of motivating the employees affects the employee performance. From the research, the employee motivation is highly dependent on the leadership style, and the appraisal they receive from the management. 72% of the total population strongly agreed that the environment is a key factor in the employee population. For Brime Wear Company, the environment involves the support they receive from the management as well as the stability of the external environment. Only 4% disagree that the environment does not affect them in the process if achieving their goals in work and meeting the already set targets.
Additionally, 52% of the population affirmed that, when responsibilities are bestowed upon the employees, it motivates them to perform their duties with much more desire. Only 9% disagree with the positive influence of responsibility on positive employee motivation. 65% of the total population interviewed agreed that promotion increases employee motivation to a great extent while only 3% disagree. Finally, 72% of the employees affirmed that recognition and appraisal lead to employee motivation through the feeling of inclusion. The employees feel part of the company and that their contribution matter to the performance of the company and thus taking their duties more seriously.
Analysis of data against criteria
From the data obtained in the research, the four main factors that would be of importance in the employee performance improvement is promotion, responsibilities, environment, and recognition as well as the appraisal. For the company management to ensure that employees at Brime Wear Company perform to their best, it is important that they provide them with the necessary resources for example supply of the necessary materials and also the training and required coaching. For example, before any individual is promoted to a leadership position, he or she should be ensured to go through additional training which will equip him or her with the necessary skills need in the new position where roles and duties relies on him or her. However, more often, the employees may fail to perform because the absence of consequences of failure to perform. To avoid such an occurrence, the organization should establish a disciplinary body which will solely involve in the activities of creating consequences for any inappropriate action or behavior by an organizational employee. The disciplinary should be introduced at early stages before the offense is over the board.
Progressive disciplinary is defined as the attempt to correct the offensive occurrence in the process of work through counseling, warnings, and reprimand in a manner that is favorable to the employee’s environment and behavior. Early recognition of the presence of a need for the discipline is paramount to ensure that the process of disciplining an employee does not end up demoralizing that employee. Additionally, at the end of the process, if the employee record improvements, there is a need for them to be rewarded. In this manner, the discipline process would be positive, and the employee would recognize it as a method of correction and not punishment (Mujtaba, 2013).
The pre-counseling activity involved in the process is counseling to ensure that the employee understands the objective of the process. Progressive discipline is a step by step process, and it involves written warning, letter of reprimand, suspension, demotion, and finally dismissal. The verbal counseling process is important in the process of poor employee performance. Most of the verbal counseling meetings are carried out in a casual manner which causes the problem to persist. The process should be formal with a time set for the discussion. The discussion should be objective in pointing out the weak points of the work performance and coming up with reasonable solutions (Sims, 2015). It should be accompanied by the recording of the session on a counseling book or a diary for future references to act in future if the same mistake persists.
After the verbal counseling but no improvement is recorded, it warrants the employee a written warning. The warning should be objective in its intent and tone. The communication is meant to be recorded instead of the usual verbal warnings. The information to the employee at this point is that, if no improvement is recorded with all the ideal conditions for work is provided, then a disciplinary action will be taken upon them.
With all these measures through which improvements can be implemented in the workplace, Brime Wear Company will thus have a solid plan of adressing employee ineffectiveness. Being the team that deals with employee behavior and capabilities in the work place, the human resource department of the organization has the mandate to involve in all the essential employee management activivities. These activities should include a regular evaluation of every employees performance in the organization. in realization of any performance enhnacement necessity for any employee, the individuals should then begin with the first step of employee improvements solution. The following are the proposed steps that should be followed to adress employee effectiveness issues by the organization. The steps begin after the identification of an employee who is less effectiveness in the organization.
Evaluation of the cause of ineffectiveness for the emeployee. It should be categorised into the following; lack of skills needed at work, understanding that the organization lacks effective disciprinary actions for ineffective employees, low motivattion to work for the organization and lack of sufficient resources to complete work.
Depending on the category the ineffectiveness of the employee is grouped, different measures are taken in this group.
For employees that lack skills needed to work, - an employee development program is established where he and other employees that might need futher training are trained.
For the ignorant employees who are ineffective because the organziation does not seem to have a sufficient disciplinary action for ineffectiveness – a thorough disiplinary action is established, depending on hisnor her level of ineffectiveness and attitude at work.
For the lowly motivated employees, - source of their demotivation is identified and motivation strategies and measures established.
For those that lack sufficient resources – the organization makes arrangement to provide the resources needed to work
Evaluation on the performance of the employees after the measures have been established is carried out.
Determination whether the employees have regained their effectiveness or not is ade. When they have regained their effectiveness, there is no need for other measures. In case they have not, they repeat the first step of ths method again.
Conclusion
A large percentage of the employees do not perform because of the in availability of the resources and motivation. In a case where motivation is provided, the employees have no option to perform. Failure to perform will warrant a progressive disciplinary process. Before carrying out the process, the management should first establish the cause of the poor performance, engage the employee in a one on one official discussion, then assist the employee to improve. Failure to improve from that point, therefore, would lead to a warning letter, reprimand and finally dismissal. With Brime Wear Company implimnting this process the employees of the organization are likely to remain completely effective and capable of providing high quality work at all times. Like the thesis of the study states, therefore, evaluating the issue with every individual employee and addressing that issue is a significantly effective method of solving the employee ineffectiveness issues that the organization is currently facing.
References
Devito, L. B. (2016). Employee Motivation based on the Hierarchy of Needs, Expectancy and the Two-Factor Theories Applied with Higher Education Employees. International Journal of Advances in Management, Economics and Entrepreneurship, , 3(1), 20.
Lazaroiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, 97.
Mujtaba, B. G. (2013). Managerial skills and practices for global leadership. ILEAD Academy.
Sims, R. R. (2015). Leadership: Succeeding in the private, public, and not-for-profit sectors. Routledge.