Employers should be professional enough not to reprimand their poor performing employees in a rude way. They should know better when it comes to implementing disciplinary measures since courtesy and civil relations in every workplace are essential in maintaining an appropriate work environment.
The moment an employee is handed an employee appointment letter, he or she is already entitled to follow the rules and regulations within a particular company. This commonly includes reaching a certain quota, performing within company standards, and perhaps exceeding company expectations. At the bottom line of every employer-employee relationship lies the give and take expectations that affect employers and employees in one way or another.
Many employees just get their jobs done for the sake of it. It would only be futile to argue that quality or quantity of work is the same whether or not the employee has the passion and commitment for a certain job. Employers should be conscious about these concerns as employees are a huge part of the lifeline of any company, which is the reason why employee assessments are conducted on a regular basis.
Here are some indicators that employers could refer to in order to confirm an employee’s poor work performance:
When your basis for a job well done is high productivity, an obvious indication for the opposite is a drop of numbers in terms of production. Once employers notice this, they should take initiative and call that certain employer’s attention. They should do so to either warn or carefully discuss matters with the employee to at least find a way for that employee to improve work performance.
A mediocre work performance by any employee is the result of inefficiency at his job. This means that the employee isn’t exerting any effort while doing his tasks and responsibilities, often leading to their inability to achieve the required maximum. This indicator branches out to a lot more negative factors. When an employee no longer prioritizes his or her work objectives, work performance is at stake. It even often leads to wasting time and failing to make the best use of time or resources.
It is still necessary to help employees proceed with utmost assistance. However, it becomes a problem when employees become heavily reliant on any kind of assistance they are given. It would only mean employees are no longer doing their jobs right and that it would seem like the job is turned over to the assigned assistant. Given a poor work performance, reliance on others to accomplish a job will only slow down production and compromise work quality.
Slacking off at the work place only leads to violating company policies. When daily goals are not met and a trend of which goes on the same way, it eventually piles up to more violations. This, in itself, is an indicator of poor work performance since accomplishing work tasks forms part of the company policies in the first place. After all, not doing what you are told to is a company violation that should be subject to correctional and disciplinary actions—or even to the issuance of a termination letter.
The ability of an employee to meet deadlines is an important contribution to boost work performance. By the time employees start to miss out on deadlines for no valid reason, this purely indicates poor work performance. Companies are very particular with meeting deadlines and it is every employee’s responsibility to accomplish what is asked accordingly.
If any of these indicators are presented by your employees, take time to observe their performance at work over time and see if it greatly affects them and their productivity in any relevant way. Be it known that each indicator is part of a bigger equation. To improve one’s work performance solutions should be based upon the improvement indicators in varied circumstances, such as those mentioned above.
Employers cannot always put the blame on their poorly performing employees. There are always instances to consider; and while poor work performance is seen as a negative factor on the part of the employees, employers also have to take into consideration lapses on their part if there might be any.
Below are a few major reasons why employees do not perform well and meet standard expectations.
Employees expect to perform tasks directly related to what they have signed up for. The Human Resources department of every company should know what they have asked their applicants to sign in their job offers. As the experience for the job progresses, there might be possibilities for job descriptions to change. While it may be considered to be part of a career growth and development, most employees would think they are asked to render services beyond what they have signed to accomplish.
What greatly matters behind every service rendered is the salary. Most employees think of the salary as their drive to put dedication and hard work into what they’re doing. While this may not be a reason to all, low compensation will not be a factor that leads to a decrease in productivity in the workplace. As a matter of fact, low salary tends to establish putting off work which could be subject to written professional warning letters to serve as a reminder to any concerned employee.
Employees are assets in every company. Poor employee handling discourages employees to work their best. The attitude of employers towards handling their employees reflect in the way employees respond to the implemented company policies and written agreements. If employers might wonder, it is for this reason that HR warning letters are prioritized when it comes to regulating ties between employers and employees.
The work performance of every employee is a factor to rate in every operating company. Should there be fluctuating rates in term of the work performance, there could be a lot of factors affecting it. It need not be mentioned that the factors above greatly affect how employees deliver what they’re asked to deliver. Employees themselves undeniably have responsibilities to take as well as it cannot be blamed on employers alone. It is a case to case basis. Only you can decide whether the above information is relevant to your situation and if it can help you deal with it. It is also in the same way that both employers and employees get to be very observant of the responsibilities they have in the workplace.