Human Resource Management

effective employee programs

How to Manage Poor Employee Performance

effective employee programs

How to Manage Poor Employee Performance

New England College – Human Resource Management

Emily Mann - Paper 3 - March 1, 2014

New England College – Human Resource Management

Emily Mann - Paper 3 - March 1, 2014

Introduction

This paper focuses on managing poor employee performance and the key components in the design of an effective employee performance program. Therefore, it is important to know what affects employee performance and why the poor performance is occurring. Developing a result-oriented performance culture is critical to successfully achieving organizational goals and objectives. Performance reviews done on an annual basis can sometimes help to identify and rectify employee performance problems; however, typically management doesn’t like to deal with problem employees due to thoughts of tense, uncomfortable situations that may result in finger pointing, anger and denial. (The Fortune Group, 2014) Poor performance, if not addressed quickly, can be viewed by the employee as “tolerated or condoned” behavior by their supervisors and co-workers and therefore, the employee continues to perform poorly. I want to point out that not all poor performers are “bad” employees; however, the saying goes: “One bad apple can spoil the whole bunch”. If an employee has a bad attitude, continues to be late for work or miss days of work, then it can affect the other employees of the office or division, lowering morale or loss of productivity overall. Management needs to evaluate what affects employee performance, whether it comes from inside or outside the organization, and swiftly remedy the behavior; otherwise, after all else fails, dismiss the employee.

BY YOUR STANDARD OF MEASURE . . .

Looking at my own organization first, statistically, an employee satisfaction survey (cess), conducted and reported in August 2010 by Noel Levitz said there were...