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Running head: RESOLVING EMPLOYEE PERFORMANCE ISSUE 1

RESOLVING EMPLOYEE PERFORMANCE ISSUE 10

Resolving Employee Performance Issue

Student Name

ENG 3107

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. The employee underperformance has been a downfall for most of the companies. It occurs due to the inability of the follow the right procedures while dealing with employee disciplinary. The employers should, therefore, derive the cause of the employee’s nonperformance to solve. After establishing the causes, it would be followed by confronting the employee on a counseling 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 the employee is treated with respect.

Apart from the disciplinary actions, the company should ensure that they are avoiding the obstacle that would hinder the employees from exceptional performance, for example, interdepartmental conflicts should be settled as soon as they occur the appraisal and reward, environment, training and promotion is also important in ensuring that the employees are motivated, and thus they work together to ensure that they achieve the organizations objectives.

Introduction

Resolving employee performance issues is the goal of any profit-making organization. It is unfortunate that most of the companies have not invested in knowing the process of dealing with the issue to ensure both immediate and future benefits. The employees are delicate resources, and they are characterized by diverse skills that are important in ensuring that the workforce is diversified. Before the company moves to solving the problems at hand, there is need to establish the cause of the failure.

Employee performance is closely tied to the availability of the ability and motivation. The ability of the employee is determined by the resources available, the obstacle and the process of removing them, skills expected in the task and the how well the expectation of the company is laid down and communicated to all the parties. Also. The motivations of the employees have derived from different factors, for example, the surrounding environment, the ability of the management to reenergize its workers as well as the presence of rewards and well-laid consequences that follow a specific procedure while it is imposed on the employee.

The causes can only be established through proper leadership and one on one discussion with the employees. Also, the employer should ensure that they engage the workforce in discussions before it is too late. Therefore, the paper will establish some of the easy ways the company can utilize to reduce the high frequency of the employee nonperformance. Some of the factors that the human resource department should prioritize is ensuring appraisal as well as rewarding of well-performing employees.

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. 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.

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. The employees failed to perform because they lack the necessary resources such as the personnel, Time, supplies or even money. The employee would experience issues, but then 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 prove 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 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. The environment, in this case, would involve 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 the employees perform to their best, it is important that they are provided with the necessary resources for example supply of the necessary materials and also the training and required coaching. For example, before an individual is promoted to a leadership position, therefore is needed to ensure that they receive training concerning the position to ensure that they treat the employees with respect and thus motivation. However, more often, the employees may fail to perform because the absence of sticks or consequences of failure to perform. Therefore, before the introduction of the disciplinary actions, the employees should be communicated to in a clear manner. 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 if discipline does not end up demoralizing the employees. Additionally, at the end of the process, if the employee record improvements, there is a need for them to be rewarded. It 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.

If after the issue of a written warning, the employee’s performance is still below the expectation, then they are issued with a letter of reprimand. At that point, therefore the employee's actions are so wrong but not to the point that it warrants a suspension. It summarizes all the previous sessions, that is the verbal counseling and the written warning. After the reprimand, I the same case continues, the employee can be suspended and later dismissed. It is important to note that most of the companies ignore this step and thus they are not able to establish the cause of the problem in the workforce performance.

To correct the workforce through the disciplinary process, there is a need for the company to first communicate their goals and vision clearly, continuously train the employees on the upcoming changes and tasks, provide the necessary environment regarding facilities as well as the proper leadership techniques.

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. By following the process, the employees can observe the positivity in the disciplinary process and finally the improve as compared to direct dismissal which demoralizes and scaring the remaining employees.

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.