Detecting Poor Performance
Detecting poor performance in an employee is not always as easy as it seems, but any check list should cover the following:
Aggression: Appears to provoke a lot of conflict? Others seem reluctant to work with them? Customers sometimes complain about behaviour?
Childishness: Practical jokes? Silly comments? Keeps colleagues up late at night on courses so that they’re no good the next morning.
Obsessions: Always complaining about the same aspects of the job? Always has ten good reasons why certain things can’t be done? Always blames ‘the company’ or ‘the management’?
Resignation or Withdrawal: Absolute minimum of work necessary to survive? Refusal to volunteer? Drifting from one task to another? Arrives late and leaves early? Making other people waste time – social chit-chat?
Quality of Work: Not producing to appropriate quality standards?
Quantity of Work: Doing less work, achieving less than others of your team? Or doing significantly more than others – becoming a workaholic non-delegator, an indispensable over-worked hero?
Absenteeism: Habitually absent from work? Appear to be particularly accident-prone? Any patterns of timing – local sporting events, days of week, etc?
Dishonesty: Fiddling expenses? Excessive private phone calls on the firm? Stealing from customers? Taking bribes?
Unrealistic Targets: Setting targets for self which are either so easy they are certain to be met, or so difficult that there can be no blame for missing them?
Indecision: Avoids decisions – invents pseudo-problems to distract from the important issues?