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Opening Hours: Sunday – Friday (10 AM to 6 PM)
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Some organizations builds the “Fear of Mistakes” among their employees by applying painful penalties for every minor mistake. When Fear of mistakes is a common culture, employees try to avoid taking initiatives or the responsibility of new decisions just to stay safe. Accordingly, performances will decrease because the target changed from doing the task perfectly to just doing the task safely.
Sometimes, the organization doesn’t have a clear evaluation criteria although they have an official one as the actual evaluation is according to own judgment of the manager. Many of these organizations suffer from high levels of hypocrisy. Accordingly, in such organizations, you can not judge the actual performance of employee. Only his hypocrisy level and this leads to poor performance of the staff.
Sometimes, employees do tasks that they are not convinced with, just because that is the management decision. Meanwhile, the management does not care about marketing for their decisions among employees. Therefore, from employee’s perspective, Manager’s decision is not correct. However, he has to do it anyway. Once after another, the employee loses the passion & motivation because of a series of wrong decisions (from his/her perspective), which may lead to a decrease in performance.
Sometimes, corporate life adds loads of pressure over the employees. Each employee is continuously requested to prove himself/herself for the management and show that he/she deserves the next promotion, or at least to secure the existing positions. Once promoted, the pressure continues to prove himself/herself in the new position. That continuous pressure causes mental exhaustion. Therefore, employees have to take vacations and relax. Otherwise, they will not be able to continue with the same performance levels.
In this situation the employee simply doesn’t have the needed capabilities to perform the job. In such case it is the time to think about training or new recruitment if training is not working.
Here, your employee is simply bored. Perhaps they have more capabilities than you have realized and that haven’t been put to use. To end the boredom, engage them in new areas like assign them as Trainers for new employees, or get them involved in committees or team projects that let them learn about other areas of the company.
Employees who don’t feel that they are properly appreciated whether with money, opportunities, overdue for promotions, or just words of acknowledgement are bound to have performance issues eventually.
If an employee feels like an outsider or as if he is not liked, or if he feels he has no support from his team members, then your employees is lacking a necessary resource to perform at capacity.
The good news is that this type of performance issues is often temporary. Once the problem is resolved, the performance issue is resolved as well
