Employees together can contribute their level best in coming out with something beneficial to them as well as the organization.
He would trust you and would definitely come to your help whenever you need him. If the employees do not enjoy a healthy relationship among themselves, problems are bound to arise and ultimately their productivity decreases.
Consider the situation of a person whose performance was acceptable but is no longer.
Is this really a performance issue? This will ensure the employee understands why they are being treated in this way and offers protection from allegations of discriminatory treatment. What should I be asking him for? The relationship can be between any one in the organization - between co workers, between an employee and his superior, between two members in the management and so on.
In turn, also leads to disengagement.
However, in assessing whether a period is reasonable, the following factors will be relevant: Conflicts and misunderstandings only add to tensions and in turn decrease the productivity of the individual. Copyright Linda A.
But some situations are not so easy. An employee must try his level best to adjust with each other and compromise to his best extent possible. Would you ever feel comfortable? How do I assess what is a reasonable period of time for an employee to improve their performance? Industrial discipline breaks down and labour turnover and absenteeism increase.
Sit with him and probably discuss with him where he is going wrong and needs a correction. It is worth encouraging your line managers to carry out this exercise on a regular basis for example, pre-appraisal to make sure the employee is clear as to what is expected of them.
Stress A huge factor in employee disengagement. It is of utmost importance that employees behave with each other in a cultured way, respect each other and learn to trust each other. They fail to accomplish tasks within the desired time frame and hence the organization suffers.
It needs human beings who work together and perform to achieve the goals and objectives of the organization.
They find it difficult to adjust in such circumstances where one is at loggerheads with the other employee and thus fail to perform. Given the realities of the organization and the work, no one is likely to succeed in them. Remember, though, atypical behaviours and reactions can arise as a result of certain medical conditions, so be aware of this when assessing your approach.
One must enjoy whatever he does to deliver his best. The meeting between you and the poor performing employee should be one-on-one for privacy sake and should never be done with personal emotions involved.
The output of the employees in such situations is actually a big zero. Factory system and specialisation have made worker a subordinate to the machine.
Faulty communication system, dilution of supervision and command, non-recognition of trade unions, unfair practices, violation of collective agreements and standing orders and labour laws are the organisational causes of poor relations in industry.
He starts treating work as a burden. Treating any employee without respect, even when asking her to leave, is shameful and unnecessary. The employees must be comfortable with each other for a healthy environment at work.
Confront employee After identifying the issue at hand with the employee it is time to confront them about their poor performance and create an open line of communication to discuss their recent difficulties.
This way he would definitely look up to you for your advice and guidance in future. It is important that the employees share a healthy relationship with each other to deliver their best performances.Recognizing the issues of poor employee relations and worker conflict was the first step in aiding the organization identifying what issues were involved in.
Lack of job security, poor organisational culture, non- recognition of merit and performance, authoritative administration and poor interpersonal relations are the psychological reasons for unsatisfactory employer- employee relations.
In order to improve poor employee performance, identification of a possible cause can help pinpoint the exact issue. A manager can use this information to help refine the situation and employee performance. A quick note: poor performance can also be a passive-aggressive way for an employee to try to redress what she sees as wrong, so be aware if she seems to harbor any anger or resentment as well.
We tend to assume that responsibility for poor employee performance rests with the individual. Either they lack employee motivation or knowledge and skill. However, there are other possible reasons. The job may be poorly designed. Look at it. Poor performance does not look at the behaviour of the employee, but rather at whether the job, which the employee is being paid to do, is being done properly.
Misconduct deals with behavioural problems – performance deals with ability.Download