Performance Improvement

[Veena Rao]

Hi,

I'd like to get some views / perspectives on performance improvement programs in organizations. Purely from a business perspective, the belief is that it is prudent to invest time, money and effort in top performers and key resources rather than focussing on developing employees who are low performers. However, some organizations invest time in scaling up skills of employees at the bottom rung.

My question is: what should be the time that an organization should dedicate per employee to be able to see significant changes / improvements in the employee's performance? In IT industries, I think this varies from 1-6 months. Can anyone share inputs on how this works in other industries?

[Saravana Kumar]

Hi Veena,

As per your query, It may be IT / non- IT industry, employer should be more focused on productivity on work and profit to the organization. I agreed the management use to give appointment letter for new joiners stated, probationary period for 6 months to the employees to undergo with company routine work and atmosphere. During the procession time, the employees have to prove themselves and right on their work. But, for proven staffs they use to fix deadlines (short time period) on their work to be productive and achieve the target at the right time.

Thanks,

Saravana
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[Shiva Tadi]

Hi Veena,

What i feel the time duration is depends on various factors like tolerance levels of the organization , Organization Life Cycle an Culture and what is the Business Model.

But what i feel the critical point is the defining and diagnosing the cause for Non Performance. Most of the times we tend to come into conclusions very fast with generalizations. But every Individual is unique may the problem might be same but the root causes will be different. If in case we find the right root cause, Action plan for Improvement will be fast.

Second the major area is involving the employee who is labeled as Non Performer ( why I said labeled most of the times concerned employee may not be the real reason ) .This makes a lot difference in the diagnosis and action plan. This demands a lot of support from Supervision with solid Counseling Skills and great attitude of Empathy
Why i wrote so detailed personally i don’t believe in exiting employees on the context of Non Performance ,that only should only last options.

Another main areas to be concerned Training the Supervisory and Managerial band width with Leadership Skills

Shiva