Dear Friends,
We have recently recruited some technical persons in our company, who came with a very high bracket above our standard structure. This has created a certain imbalance in the company. Now we found out that the persons who joined with higher salary are not performing to the expected level. This is also creating bad impression among existing staff.
Please suggest what should be done to take care of this issue. The new people are under probation. Is it a good idea to ask them to leave? They have come from a different location. Or, should we go for a performance review immediately and let them know their under performance and lessen their salaries to adjust to our standards?
Please reply immediately. This is going to be a big issue in coming days, so early action will be helpful.
Thanks,
Prabin (prabinkp@yahoo.com)
From India, Bhubaneswar
2We have recently recruited some technical persons in our company, who came with a very high bracket above our standard structure. This has created a certain imbalance in the company. Now we found out that the persons who joined with higher salary are not performing to the expected level. This is also creating bad impression among existing staff.
Please suggest what should be done to take care of this issue. The new people are under probation. Is it a good idea to ask them to leave? They have come from a different location. Or, should we go for a performance review immediately and let them know their under performance and lessen their salaries to adjust to our standards?
Please reply immediately. This is going to be a big issue in coming days, so early action will be helpful.
Thanks,
Prabin (prabinkp@yahoo.com)
From India, Bhubaneswar
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dear Prabin,
This is a very serious problem. You should introduce 3 monthly appraisal from the DOJ of all the team members not only for the one who have joined on higher package but for all teh staff to let them know that how they are performing and what is the expectations so that they have another 3 months to perform and prove themself. and if they are not able to perform in another 3 months that means till there probation get over ask them to leave on a performance basis. there leaving will also depend upon how serious there non performance is. In certain cases you can even give 3 months of extention of probation perod.
I wont suggest to cut there salary bcz this ll be a big demotivator and for sure after that they wont perform and ll leave the company for sure and evn can be found absconding from the duty. so cutting down salary can have many adverse effects.
Thanks & Regards
Shipra
From Australia
This is a very serious problem. You should introduce 3 monthly appraisal from the DOJ of all the team members not only for the one who have joined on higher package but for all teh staff to let them know that how they are performing and what is the expectations so that they have another 3 months to perform and prove themself. and if they are not able to perform in another 3 months that means till there probation get over ask them to leave on a performance basis. there leaving will also depend upon how serious there non performance is. In certain cases you can even give 3 months of extention of probation perod.
I wont suggest to cut there salary bcz this ll be a big demotivator and for sure after that they wont perform and ll leave the company for sure and evn can be found absconding from the duty. so cutting down salary can have many adverse effects.
Thanks & Regards
Shipra
From Australia
Dear Prabin,
Haven't you done a risk analysis before you hired them? The learning curve of every new hire takes time to correct. You need to adjust until then. Even if you have to discontinue with them, please out-place them. Avoid firing them, it will increase your hidden costs in the long run.
As you have mentioned they have relocated to work with your organization. Please keep this in mind. The way you treat them now, it sets the message not outside the organization, but inside as well.
The dissatisfaction of your existing employees stands obvious. However, that cannot be the reason why you need to fire your new hires.
Depending on your sector, please take a block period minimum of 18 months for your employee life cycle. No matter, whoever you hire, please check whether you can pay salaries for this duration. If you can endure that, then only you should hire. In case, you can't pay for that long, please involve consultants. This would lessen your burden and avoid complications such as this.
Regards,
(Cite Contribution)
From India, Mumbai
Haven't you done a risk analysis before you hired them? The learning curve of every new hire takes time to correct. You need to adjust until then. Even if you have to discontinue with them, please out-place them. Avoid firing them, it will increase your hidden costs in the long run.
As you have mentioned they have relocated to work with your organization. Please keep this in mind. The way you treat them now, it sets the message not outside the organization, but inside as well.
The dissatisfaction of your existing employees stands obvious. However, that cannot be the reason why you need to fire your new hires.
Depending on your sector, please take a block period minimum of 18 months for your employee life cycle. No matter, whoever you hire, please check whether you can pay salaries for this duration. If you can endure that, then only you should hire. In case, you can't pay for that long, please involve consultants. This would lessen your burden and avoid complications such as this.
Regards,
(Cite Contribution)
From India, Mumbai
Hey HR Friends,
I have observed this trend in almost all the Companies that I have worked with. The Company hires big shots and than finds them they are not fit in their environment. This creats rifts in existing staff. Existing people cribs that they are not given enough compensation, but the new joinnees are give better pay. The existing staff starts non-coperation moment and the new comers are not welcomed.
Hence Company must be very careful in appointing new staff.
regards
CS Mukesh Tank
From India, Mumbai
I have observed this trend in almost all the Companies that I have worked with. The Company hires big shots and than finds them they are not fit in their environment. This creats rifts in existing staff. Existing people cribs that they are not given enough compensation, but the new joinnees are give better pay. The existing staff starts non-coperation moment and the new comers are not welcomed.
Hence Company must be very careful in appointing new staff.
regards
CS Mukesh Tank
From India, Mumbai
Dear Prabin,
Please check with your company, if there is any prescribed policy for non-performining employees.Cross check their JD at the time of appointment.
without havng performance indicators u can never say a employee is working or not.
A capable employee need not work round the clock, what really matters is what is the wealth generated by the employee in the months he had been working.As far as the other employees are concerned, it is not their part of job to decide if the new joinee's are working are not, it is the reporting authority's consideration, he is the person to give the key ratings--if the result is positive-then u can retain them. If it is negative no matter what get them out of the company through proper channel & procedure.
Regards
Satya
From India, Hyderabad
Please check with your company, if there is any prescribed policy for non-performining employees.Cross check their JD at the time of appointment.
without havng performance indicators u can never say a employee is working or not.
A capable employee need not work round the clock, what really matters is what is the wealth generated by the employee in the months he had been working.As far as the other employees are concerned, it is not their part of job to decide if the new joinee's are working are not, it is the reporting authority's consideration, he is the person to give the key ratings--if the result is positive-then u can retain them. If it is negative no matter what get them out of the company through proper channel & procedure.
Regards
Satya
From India, Hyderabad
As far as I understand the case, is has two distinct and different aspects: -
a) People have been hired at higher salaries than is the norm in your company. In this case the Fault is that of the organisation and it is not ethical to penalise the employees. The organisation will have to suffer the consiquences that may be far more serious than one is able to realise and may have far reaching HR cosequences.
b) The people are incompetent. If the company finds them incompetent, it should give them a fair chance to improve ( by providing proper training). If they do not show any improvement, their services should be terminated.
Please do not get baised due to the disparity in pay vis-a-vis the others
From India, Delhi
a) People have been hired at higher salaries than is the norm in your company. In this case the Fault is that of the organisation and it is not ethical to penalise the employees. The organisation will have to suffer the consiquences that may be far more serious than one is able to realise and may have far reaching HR cosequences.
b) The people are incompetent. If the company finds them incompetent, it should give them a fair chance to improve ( by providing proper training). If they do not show any improvement, their services should be terminated.
Please do not get baised due to the disparity in pay vis-a-vis the others
From India, Delhi
Dear Prabhat,
Problem in which you are into is really serious and before you take any step you need to think all the pros and cons of it.
If you ask any employee to leave the organization it will create unrest among all other team members and even it will not have a good impact on the goodwill of the company.
I will suggest to start succession planning. it will keep all the staff motivated and it wont be a liability for the comapny also.
From Australia
Problem in which you are into is really serious and before you take any step you need to think all the pros and cons of it.
If you ask any employee to leave the organization it will create unrest among all other team members and even it will not have a good impact on the goodwill of the company.
I will suggest to start succession planning. it will keep all the staff motivated and it wont be a liability for the comapny also.
From Australia
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