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09 Sep 15
14:01
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Date Joined:
09 Mar 08
Where I work the current attitude is not to persue underperforming staff but to expect more from the people they can rely on.
I have to do a report on the business performance and want to include this.
Anyone had any experience of companies running like this before? If so what was the outcome?
I have to do a report on the business performance and want to include this.
Anyone had any experience of companies running like this before? If so what was the outcome?
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Had a similar experience when I worked for a company involved in the betting game, but not directly involved in betting.
My guess would be that not only will they do nothing to remedy the situation but they will take grave exception to you pointing it out in the first place. The outcome? I left them to it and went and worked somewhere else. |
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Ever tried to sack someone for being lazy?
Nothing will change. |
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I cant think of any team that didnt rely more on their strongest individuals.
Are they underperforming because theyre lazy, untrained, untrainable? |
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How about getting a proper job.
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They must have key performance indicators ( KPI's)against which their effeciency can be readily measured. All staff should have PDP 's ( personal development plans ). Staff should be reviewed annually ( minimum), ideally 6 months, and for new starters quarterly)against their kips. Any shortfall or below acceptable performances, should be highlighted,agreed upon and appropriate remedial action implemented, against an agreed time scale. Continued underperformance needs then to be followed by a verbal warning, action planned, if again failing to meet standards, a written warning, with dismisal actioned if again failing to achieve desired level of performance.
If all staff are to be seen to have Job objectives, against which they or reviewed and measured on an on going and regular basis, then a fair process can be seen to be in place where excellent performance is recognised and rewarded( salary increase and/or bonus.similarly average or under performance can be recognised accordingly. These KPI's and PDPs are there to measure performance aginst specific criteria, thus eliminating favouritism/ ' blue eyed boy' ' approach. |
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The crux of your report should focus solely on improving profit margins, by increasing volume and pushing products with a higher margin such as McNuggets, cheeseburgers and flurries. Reward the staff who sell more, stick the others on the McDrive kiosk.
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you are as strong as the weakest member of your team.
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embrace encourage and enthuse those who need the help.
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Good to see Facts trotting out his public sector rules framework like a robot
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Ithought that java,classic gobbledegook that convinces nobody. My advice money is to beware because the managers already allowing that to happen will prefer not to be told because when you highlight a problem they then have the responsibility to do something about it. If they are weak (ie it shouldnt happen in the first place) they will deeply resent you putting them on the spot.
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1.01 the people they rely on will eventually leave because they will get p1ssed off doing all the work
company will be left will the drongos |
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It really depends on the size of the company and who the lazy people are as to what action you could take.
But it has always be the case, in my experience, that those who do the most, get asked to do the most. The thought behind it, I think, that those asking consider not asking the lazy/less good workers to do whatever's being asked because they know it won't get done properly. (If you see what I mean). An example, true story. A couple of mate I went to school with, a long long time ago, both got a job working as painters and decorators for the London Hospital. It was never ending, including all the various buildings and nurses homes etc. I was with them once for reasons I won't bore you with, when they were given their job sheets for the day. They were to paint the Ceilings in the Nurses homes, all equal sized rooms. Steve was given the quote of 2 ceilings to be done, Barry was given 4 ceilings Steve used to go out for a few pints every lunchtime and basically do bugger all, whereas Barry used to get stuck in and had some work ethic. After about 18 months of them being like this, a promotion to foreman came up. Steve got the promotion. You can see why, Barry was more productive. It may well have been wrong and less likely to happen these days, but there might be a moral in there. |
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Cheers for the sensible replies.
Talking to some of the ones replied upon they like that they get asked as feel will help them progress. Others are resentful of the people basically earning the same but doing much less. I like the pdp idea facts is it something you have worked with? |
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Studyform, I got turned down by a nurse not long back who said I couldn't come back because she had the painters in.
If Steve had pulled his finger out I might have got laid! |
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You were asked to report on the business performance, not the employee performance.
Best to stick to the script. |
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bigH
09 Sep 15 22:33 Joined: 04 Apr 03 | Topic/replies: 4,853 | Blogger: bigH's blog 1.01 the people they rely on will eventually leave because they will get p1ssed off doing all the work company will be left will the drongos Spot on, imo. It may well be that "underperforming" isn't a matter of laziness but if it is, there is a danger of a lowest common denominator situation developing. |
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Facts' post has taken some stick but it is the textbook method and the way most medium and large organisations operate.
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