journel reviw

8/7/2019 JOURNEL REVIW

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PRESENTED BY

ANEESH.K

SANNEL SUNNY


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y It can range from experiencing discrimination ,

y

Feeling of not being valued by the senior of theorganization.

y Lack of ambition.

y Lack of fear


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y Assessing underperformance

y Giving feedback to underperformers

y Coaching for underperformance


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y Several ways of assessing are:

-Self assessment

-Senior assessment

-The persons lack of involvement

-Shirking responsibility

-Delays in delivery


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y Feedback can be done through emails when the

manager finds that particular task has not been well.y Corrective feedback to underperforming employees,

especially keeping in mind that managers get their buyin and even it does not put the employees on thedefensive is tough.

y Even informal discussions aid in giving feedbackwhich may be effective, although they require toomuch attention or time.


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y Feedback should not be given everyday or frequently

as it could lose its essence and value and its purposewould get diluted.

y It may creates immense pressure on the employee andhe/she may feel dejected and demotivated.


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y To give effective corrective feedback to underperformersthere are four step process.

1. Give just the facts with clear behavior description byexpressing precisely what was said or done withoutproviding any judgment or jumping to conclusions.

2. To understand as a manager or supervisor how does this

behavior makes you feel.3. By making the employee aware of the impact of his/herbehavior on morale, the team, clients and the organizationsometimes leaves employees shaken and thereby giving themessage to the employee to improve his/her behavior.

4. Making a request for improvement not only makes theemployee come up with the solution, but also it results in abetter buy-in .


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y Coaching and mentoring programs helps individualsto understand their own roles, contributions and tomake a difference.

y

Coaching will only be fruitful when the right feedbackis linked to them and also manner in which feedback isdelivered.

y Coaching which helps our managers to help poor

performers to perform well and grow.


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y Coaching provides clarity of goals and objectives andhelps individuals to look at their cumulative reactive

and proactive emotions realistically.

y Coaching must follow to get effective result.

y

Coaching is important for the coach to knowhimself/herself and other as everyone is different.

y

Understanding this aids the coaching process as thecoach adjust his/her style and adopt an appropriatemethod of coaching that will encourage a change inperformance.


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y Explaining them with their consequences and Coachingon one feel weighted down.

y Feed back and personally identifying and reinforcingwork well done improve underperformers .

y Encouraging and expressing confidence in them inturn build their confidence.

y During and after Coaching follow up is extremely

important as that review the persons performance andsums up the previous performance gap, how it hassolved , and the effect it has had on underperformersand the company.


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y Constant support and positive reinforcement aid Inmotivating people to succeed.

y Positive reinforcements implemented that lead

underperformers to become better performers orachievers.

y Participation in various internal contest or projectmakes employees feel valued and also are motivated to

perform better since they feel they are givenopportunities to participate in other project apart fromwork.


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y Help from supervisors on task and given time toshowcase their better performance and organization

level groups like employee activity clubs and corporatesocial groups enable underperformers to becomeachievers.

y The success of making accomplished achievers out of

underperformers comes from simple and preciselyknowing what we need.


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y HUMAN CAPITAL may 2010


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