We have couple of employees who are recently hired on high salary. Company is not getting any output from them. They are expected to act like a mentor to other employees but they are found seeking help from juniors most of the time.
Being in HR I have even spoken to them and they promised to give the desired output. But things are not working out. Please suggest appropriate solution to this problem.
Regards,
Deepa
From India, Delhi
1Being in HR I have even spoken to them and they promised to give the desired output. But things are not working out. Please suggest appropriate solution to this problem.
Regards,
Deepa
From India, Delhi
Hi Deepa,
Could you tell me
On what conditions have you hired them.
Did Annexure/appointment letter stated that incase of poor performance they can be terminated.
If so, give them warning, even if they donot perform, you may terminate them (may be on a friendly note lay them off by issuing experience letter, relieving letter).
From India, Hyderabad
Could you tell me
On what conditions have you hired them.
Did Annexure/appointment letter stated that incase of poor performance they can be terminated.
If so, give them warning, even if they donot perform, you may terminate them (may be on a friendly note lay them off by issuing experience letter, relieving letter).
From India, Hyderabad
You should facilitate a meeting between these guys and members of the senior management team of the company. Let them explain what exactly is expected from them.
I hope this will work. If it does not then you can go in for a second sitting and give them the ultimatum.
Regards.
From India, Delhi
I hope this will work. If it does not then you can go in for a second sitting and give them the ultimatum.
Regards.
From India, Delhi
Thanks sari & byomjeet for your quick response!!!
The appontment letter clearly says that on non performance grounds, the employee is liable to get terminated.
And we already had a meeting with these guys among technical people and HR. Told them the areas of improvement and company's expectation from them but they are unable to meet company's expectations. So we are thinking to give a month notice to them & ask them to resign.
To be at the safer side, we will have a meeting with good performers of the company so that they don't feel any kind of job insecurity.
Deepa
From India, Delhi
The appontment letter clearly says that on non performance grounds, the employee is liable to get terminated.
And we already had a meeting with these guys among technical people and HR. Told them the areas of improvement and company's expectation from them but they are unable to meet company's expectations. So we are thinking to give a month notice to them & ask them to resign.
To be at the safer side, we will have a meeting with good performers of the company so that they don't feel any kind of job insecurity.
Deepa
From India, Delhi
HI
A difficult one and perhaps not the sort of challenge that will be resolved with a quick fix.
As I am not privvy to the the hiring process etc. I would want to look at a few things
1. What is their/ your understanding of their role etc. .. is it written down/ clarified etc.
Assuming all that is fine - which I am sure it will be
the issue could be one that requires coaching and a look at issues conflict around
1. context
2. behaviour
3. skills
4. values
5. beliefs
6. emotional intelligence/ motivation
7. who they are in their new role
8. why they are even in this role
If any of this sounds of value feel free to contact me
Eric
www.kushala-international.com
A difficult one and perhaps not the sort of challenge that will be resolved with a quick fix.
As I am not privvy to the the hiring process etc. I would want to look at a few things
1. What is their/ your understanding of their role etc. .. is it written down/ clarified etc.
Assuming all that is fine - which I am sure it will be
the issue could be one that requires coaching and a look at issues conflict around
1. context
2. behaviour
3. skills
4. values
5. beliefs
6. emotional intelligence/ motivation
7. who they are in their new role
8. why they are even in this role
If any of this sounds of value feel free to contact me
Eric
www.kushala-international.com
deepa,
y dont u go for job rotation to that employee,
transfer these employee from non perormance area and have a good chat with them find where they r interested
They r ur employee.... first consider you employee intrest
Vikram.D[/quote]
From India, Madras
y dont u go for job rotation to that employee,
transfer these employee from non perormance area and have a good chat with them find where they r interested
They r ur employee.... first consider you employee intrest
Vikram.D[/quote]
From India, Madras
Hi Deepa,
I don’t think terminating or laying them off is an appropriate action. Instead we should be very careful while recruiting the employees and somebody not performing well we must train them as nobody is perfect and each one of us have weakness. Also company expectations from these employees should be realistic.
From India, Mumbai
I don’t think terminating or laying them off is an appropriate action. Instead we should be very careful while recruiting the employees and somebody not performing well we must train them as nobody is perfect and each one of us have weakness. Also company expectations from these employees should be realistic.
From India, Mumbai
hi,
First who are they?
Are they not capable of performng the role that was assigned or
They have not understood the role?
May be initially somebody has to give them some step by step action plan for them to take on, then you can expect some initiative.
If they are not actually capable of performing the role, then it was the recruiters mistake to have taken them. In that case, you cannot punish them for the mistake they have not done, so you need to change their roles, not terminate!!!
S.K.Sundararajan
09282103900
From India, Madras
First who are they?
Are they not capable of performng the role that was assigned or
They have not understood the role?
May be initially somebody has to give them some step by step action plan for them to take on, then you can expect some initiative.
If they are not actually capable of performing the role, then it was the recruiters mistake to have taken them. In that case, you cannot punish them for the mistake they have not done, so you need to change their roles, not terminate!!!
S.K.Sundararajan
09282103900
From India, Madras
Dear Deepa,
The situation you have narrated is not a unique one. Many companies face this at sometime or the other. This is what we call a wrong hire. Please understand in these circumstances it's easy for all to point out the folly of the people involved. That they are not giving output even though they are being paid high.
Let me start by asking this: Who decided to bring them in with a high salary?
When such a decision was made what was the reason for selecting them - means what skills they had was identified as worth to your company?
After joining has your company been able to give them all the support needed to make them successful?
Have you'll been able to make them understand what is expected of them even before the joining time and if it matches not only to their aspiration but to their abilities and skill?
Some of them take up roles for the heck of it, others for the chance to create a value add in the profile or for the salary hike, yet others take it up because they seriously feel they can get the work done and love doing it. All said it still is not a guarantee that they would succeed. People who fail are not necessarily losers and may be great in a different work atmosphere. One thing you have not pointed out is if they have been trying hard on their job. As an experiment if the person is put in a different work area might help his performance sometimes.
I mentioned all this for the simple reason that there is actually only one solution for a wrong hire to all people concerned - relieve that person honorably and as early as possible!
Warm regards,
Sagar
From India, Bangalore
The situation you have narrated is not a unique one. Many companies face this at sometime or the other. This is what we call a wrong hire. Please understand in these circumstances it's easy for all to point out the folly of the people involved. That they are not giving output even though they are being paid high.
Let me start by asking this: Who decided to bring them in with a high salary?
When such a decision was made what was the reason for selecting them - means what skills they had was identified as worth to your company?
After joining has your company been able to give them all the support needed to make them successful?
Have you'll been able to make them understand what is expected of them even before the joining time and if it matches not only to their aspiration but to their abilities and skill?
Some of them take up roles for the heck of it, others for the chance to create a value add in the profile or for the salary hike, yet others take it up because they seriously feel they can get the work done and love doing it. All said it still is not a guarantee that they would succeed. People who fail are not necessarily losers and may be great in a different work atmosphere. One thing you have not pointed out is if they have been trying hard on their job. As an experiment if the person is put in a different work area might help his performance sometimes.
I mentioned all this for the simple reason that there is actually only one solution for a wrong hire to all people concerned - relieve that person honorably and as early as possible!
Warm regards,
Sagar
From India, Bangalore
hi,
According 2 me, performance of a employee is in the hands of the employer ... u must make them to achieve the output by providing training... u must blame ur recruiter for recruiting them.if u terminate them surely fear of unsecurity will arise in the minds of the other good performers...
thank you.
Regards,
C.J.W.Edwin
From India, Madras
According 2 me, performance of a employee is in the hands of the employer ... u must make them to achieve the output by providing training... u must blame ur recruiter for recruiting them.if u terminate them surely fear of unsecurity will arise in the minds of the other good performers...
thank you.
Regards,
C.J.W.Edwin
From India, Madras
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