Personal Performance
s2ci
ResolvingEmployeePerformanceIssue.pptxRESOLVING EMPLOYEE PERFORMANCE ISSUE
Employees Performance Issues
Employees play a significant role in the organizations where they serve different roles.
Among all the resources available, it is important to note that the employees are the most fundamental.
Therefore, it is very important that the employees remain effective at all times so that they can be productive in their various positions.
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. The company is involved in the activities of selling clothes online (Sims, 2015).
When the employees are underperforming, they can negatively impact the business.
It is therefore necessary that the company sets up measures to evaluate the performance of the employees to determine if they are productive or not (Mujtaba, 2013).
Evaluation of the cause of ineffectiveness for the emeployee should be categorized into the following;
Lack of skills needed at work
Lack of effective disciplinary actions for ineffective employees
Low motivation to work for the organization
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 (Lazaroiu, 2015).
Continuation
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.
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.
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.
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.
They are the basis of the company since they are responsible for implementing all the plans made by the management.
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 (Devito, 2016).
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.
