IDENTIFYING UNDER-PERFORMANCE
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In any organization, generally there are 5 to 10% performers who are outstanding.
80 to 90% performers are good performers- a thin line often separating their performance from one another.
Then there are the underperformers – generally 5 to 10% who are not able to perform in a particular assessment period- for varied reasons. In this article I have tried to capture some of the most common reasons for employee underperformance:-
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I am sure there are many more reasons. Did I miss some obvious ones. Do help me enrich this list
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Why must organisations identify the cause of underperformance? I think its an imperative. Organisations through their HR must identify the reasons and based on the reasons identified work initiate targeted ?performance enhancement programme for the underperformers. It will benefit both – the employer and employee!
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Torcad Limited, Etobicoke
4 个月May be other factors such as insufficient resources provided by the employer, training not provided for operating instrument or assigned work, toxic work environment, negative attitude towards work, poor communication, hiring employee instead of promoting existing employee, incapable manager and the most important is giving less rating compared to his colleagues so that he intentionally do underperform.
Senior Executive at ONGC Petro additions Limited
4 个月day trading and focusing on short-term profits can often distract people from their primary roles and limit the innovation and engagement needed for a company's long-term success. When employees are more focused on immediate gains outside of work, it can lead to a "bare minimum" approach to their job responsibilities. This can stifle creativity, reduce initiative, and ultimately lead to lower overall organizational performance.