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Topic: non performers
Messages (4) Visitors (561)
Bhavana Jain
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non performers
08-30-2010 / 2:15 am #1
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If the recruitment process is right, who then creates non performers??
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Girish Tarwani
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Re: non performers
08-31-2010 / 1:37 am #2
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If a right candidate is hired through a proper selection process, and subsequently if he turns out to be a non-performer, then his boss and the organisation has a lot to answer. May be his does not fit into organisation culture or his boss simply does not want him to perform in case the boss feels insecure.
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Harish V S
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Re: Re: non performers
09-06-2010 / 10:27 am #3
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What i feel is that these non-performers are the results of the flaws in recruitment techniques. It is very important that the skill of the person whom you recruit should match with the job requirements. For this effective job analysis should be done. But today what is found is that most of the job requirements are outdated. There is complete mismatch occurring between the skill of the person recruited and the job requirements. The result is that the newly recruited people become non-performers. So i feel it is the duty of the senior leaders to design and implement anew recruitment process which will yield colossal positive results for the organization.
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Debora M
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Re: non performers
05-27-2020 / 8:09 am #4
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Manage Conflict or It Will Manage You” is a reality in the dynamic business environment today. While there are multiple pitfalls of un-resolved conflict issues, the performance gap is one of the primary and almost a predictable one.
Day-to-day issues related to task, process and roles, when not addressed, can lead to non-performance – the one thing that no manager and organisation want as a legacy.
Imagine a traffic signal. No matter how hurried you are, if you do not slow down when it turns amber, it will soon turn red and if you haven’t pushed the brakes, it might just be a bit too late. As extreme as it may sound, this applies in the organisation context too.
Despite knowing this, many people managers and leaders avoid confrontation, conversations and action at the right time – thus creating non-performance as an outcome.
Non-performance has multiple triggers
The most critical ones’ rest in the hiring process – Employees hired because they have the requisite skills for the organisation but may not have the attitude, spirit and result orientation. Such employees, if not managed at the right time, usually result in underperformance or stagnation.
Even if employees are hired with the right skills and the much-needed attitude to do what it takes, their performance may get affected over a period of time. Their managers need to pay attention to motivators, the environment they operate in and have regular conversations to avoid gaps in performance.
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