Do you Reward Poor Performers … Or Do You Address Poor Performance

Do you Reward Poor Performers ... Or Do You Address Poor Performance

Mr. X was called by his CEO in the routine morning meetings to plan the recruitment drive for a new upcoming business unit and set up a plan with key business leaders within the organization on the type of talent that has to be tapped from the competition and open market.

Mr. X is the Sr HR Manager and leading the Talent Acquisition vertical, working in the same role for past 5 years and was very good at credentials, but performed below par for the task assigned to him. He was smart, but smartness never reflected in the his work.

No surprises that the business leaders had to do the job of Mr. X in ensuring that the right talent is sourced in the shortest possible time and make the new business unit functional at the earliest. And later during board meetings Mr. X gets rewarded for making all this possible, while people clap for such non-performers , they also know the reality .

We see many Mr. X like characters in our work life and a question comes “ How do you reward poor performers or under performance ?” . There are many ways we reward poor performers in an organization:

  1. You or your managers ignores them
  2. Less is expected from them, so they are given lower targets or performance standards
  3. They are paid similar or more pay compare to average or even high performers
  4. They are not asked to do additional work
  5. Others are asked to help them complete their work


On the other hand the High performers are pushed more harder :

  1. They are expected to work harder and fast.
  2. Get the same or less salary compare to poor performers
  3. Get less of the managers time , therefore less coaching and mentoring
  4. Be given all additional work
  5. Have high targets and standards

And the list goes on and on , what poor performers think about high performers – that they are fools who are working so hard and what they think about themselves – they think that they themselves are eventually fools too. They are always tired of having more work around them and they always find flaws in their teammates and blame them for delays.


How do we Identify Poor Performers

You can easily find these characters basis of a performance quadrant like Low Skills and High Motivation or High Skills with low motivation around you. The problem with these kind of employees is that they are able to stay with the organization for long , and that too without performing. These are the one who are defined as Poor Performers and the real problem in the organization.


Dealing with Poor Performers

The impact of poor performers on workplace productivity is more severe than many managers realize. Identifying poor performers and managing them should not be delayed because whenever poor performance goes unaddressed for longer period of times, as too often it does, it can cause major problems in the long run

You can create an action plan to Manage Poor Performance

  1. Address Non Performance Immediately

Once you have established the non-performance issues , you must address it without any delay. Because the more you delay  the more you are adjusting with low performance. But if you start addressing the deviation right from the first noticeable behaviour, the whole process become easy in the long run.

  1. Check Your Mood

While addressing low performers – You need to take control of your emotional balance. If you are in an angry mood during discussion it can lead to confrontation. Take your time ( However long it may be) and when you are emotionally stable , take the discussions further to address low performance


  1. Do it One to One

The best outcomes in managing low performance comes when you do it One to One with the individual . You don’t need to do it into a big event, Just find out a place near cafeteria or outside the office . Many times taking the employee in a cabin and closing the door can make situation tense and the make the employee more tense in coming out of real issues


  1. Be Assertive

Make your discussion evidence based with facts and figures to put your point forward. If you make this discussion impression based , then the person can repel back with emotions . Always make fact based discussion for better outcome.


  1. Be Clear

Be clear in your approach to the person whom you are addressing the issue and do not confuse them that this is just a reminder . like “ See you are doing a great job but” .


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