What to do with losers
In any system of working there are many people who can’t perform. The present system encourages them to lose, often at the cost of the ones who are making it. Losers should not be covered up and saved for any purpose. If an employee is behaving badly he needs to be addressed and trained instead of covering up and glorifying all his mistakes. An honest chat, a just performance appraisal and some pep talk should do the trick. Perpetual losers should be weeded out as they might spoil your existing system and influence your good workers adversely.
Also, it makes no sense to change your entire system or stoop to lower standards to make the ‘bad’ employee fit in. At many companies the so called rotten eggs make sure that they are not spotted and not removed and hence the entire performance of the team falters. Many companies also don’t realize that the ones who are defaulting are normally the ones posing as leaders because they want their flaws and errors to go unnoticed. Many poor performers will also be very good at making social contacts and allies who will stand for all their misdemeanors. Weak people will always move in clusters and deal in all kinds of office politics and gossip.
There are many reasons for a person not to perform. Firstly, he might be a bad fit for the job. He might also be overworked or over challenged. He or she might be from another field altogether, or he might just not be focused enough. In such a case, he should be counseled and probably trained for the job. Many companies today look at star performers as troublesome and just cannot deal with the acumen of the performer; this is a failure on the part of the HR and the company and should not be construed as the failure of the individual by future employers.
Lastly, poor performers should not be picked up in the first place no matter how influential they are or how hard they sell themselves. Merit is the most important factor during appraisals; you should not consider the economic condition of the individual during appraisal times. Eg many companies are easy on their poor employees but come down very heavily on middle income and upper middle income groups. As a result you will be encouraging only the lower income groups to perform often at the cost of the other stars of your company. At all times it is important to know that the employer employee relationship is a two-way deal, where only the benefit of one party can’t be highlighted. The employee also deserves some recognition and the right remunerance; you just can’t keep cutting the benefits of your employees to suit your company’s needs and policies and budgets.
Neha Singh
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