I am Muklesh Kumar Tiwari, MBA III semester (HR). I am on training in BHEL Bhopal with the topic "BARRIERS TO EMPLOYEE PERFORMANCE".
Sir, please suggest to me about this topic, questionnaire, and methods that should be used. Sir, please reply to me as soon as possible. I am waiting for your response.
Thank you, sir.
From India, Bhopal
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Sir, please suggest to me about this topic, questionnaire, and methods that should be used. Sir, please reply to me as soon as possible. I am waiting for your response.
Thank you, sir.
From India, Bhopal
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Barriers to Employee Performance
MUKESH,
I have provided a range of elements that could be considered as barriers to employee performance, whose removal could improve employee performance.
REGARDING,
1. QUESTIONNAIRE.
You can use these elements to structure a simple format tailored to your requirements. Please mention on the questionnaire that the information will be used to develop a report, and no individual's name will be mentioned.
2. METHODS
A. USE THE QUESTIONNAIRE FOR THE STAFF.
B. FOR THE MANAGERS, USE IT FOR INTERVIEWING, AS THIS WILL GIVE YOU MORE INFORMATION ON THEIR MOTIVES.
C. ALSO, SELECT A FEW STAFF FROM ALL DEPARTMENTS AND INTERVIEW THEM TO UNDERSTAND THEIR FEELINGS, WHICH MAY NOT BE REVEALED BY THE QUESTIONNAIRE.
The organizational issues focus on three critical areas: development, supervision, and work environment.
- Lack of knowledge about organizational goals.
- Lack of knowledge about organizational objectives.
- Lack of knowledge about organizational strategies.
- Lack of change management - business changes.
- Lack of change management - business processes.
- Lack of change management - business systems.
- Lack of change management - business procedures.
- Too much emphasis on controls - dismissal or reassignment.
- Lack of a proper environment to leverage employee performance.
- Lack of understanding of the company vision.
- Lack of understanding of the company mission statement.
- Lack of proper implementation of corporate governance.
SUPERVISION
- Lack of confidence in the employee's ability and willingness to solve the problem.
- Lack of attention to the performance problem. Focus on the problem or behavior that needs improvement, not the person.
- Lack of determination of the issues that limit the employee's ability to perform the task or accomplish the objective. Four common barriers are time, training, tools, and temperament.
- Lack of potential solutions to the problem or improvement actions to take.
- Lack of an agreed written action plan that lists what the employee, the supervisor, and possibly the HR professional, will do to correct the problem or improve the situation.
- Lack of a set date and time for follow-up.
- Lack of attention to poor performance immediately.
- Lack of understanding of performance issues.
- Lack of understanding of performance appraisal.
- Lack of understanding of performance management.
- Lack of the usage of the performance appraisal feedback.
- Lack of the usage of the development plan.
- Lack of reinforcement of positive outcomes.
- Lack of effective feedback.
- Lack of effective motivation.
- Lack of developmental feedback/motivation.
- Lack of goals/time frame.
- Lack of consistent/quality assessment of individual progress.
- Inconsistent supervision.
- Lack of proper tools.
- Lack of direction on the job.
- Too much focus on employee behavior.
- Lack of encouragement of responsibility.
- Lack of encouragement of accountability.
- Lack of empowerment.
- Lack of focus on the big picture.
- Lack of appreciation of individual efforts.
- Lack of monitoring of performance.
DEVELOPMENT
- Lack of knowledge about the organization.
- Lack of knowledge about the department.
- Lack of complete knowledge of the job role.
- Lack of clearly defined performance objectives.
- Lack of skills.
- Lack of support.
- Lack of capability.
- Lack of effective coaching.
- Lack of effective counseling.
- Lack of effective mentoring.
- Lack of information availability.
- Lack of sufficient resources.
- Lack of incentives.
- Lack of motivational programs.
- Lack of effective talent management programs.
- Lack of succession planning.
- Lack of career planning/development.
- Lack of an individual development plan.
Regards,
LEO LINGHAM
From India, Mumbai
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270MUKESH,
I have provided a range of elements that could be considered as barriers to employee performance, whose removal could improve employee performance.
REGARDING,
1. QUESTIONNAIRE.
You can use these elements to structure a simple format tailored to your requirements. Please mention on the questionnaire that the information will be used to develop a report, and no individual's name will be mentioned.
2. METHODS
A. USE THE QUESTIONNAIRE FOR THE STAFF.
B. FOR THE MANAGERS, USE IT FOR INTERVIEWING, AS THIS WILL GIVE YOU MORE INFORMATION ON THEIR MOTIVES.
C. ALSO, SELECT A FEW STAFF FROM ALL DEPARTMENTS AND INTERVIEW THEM TO UNDERSTAND THEIR FEELINGS, WHICH MAY NOT BE REVEALED BY THE QUESTIONNAIRE.
The organizational issues focus on three critical areas: development, supervision, and work environment.
- Lack of knowledge about organizational goals.
- Lack of knowledge about organizational objectives.
- Lack of knowledge about organizational strategies.
- Lack of change management - business changes.
- Lack of change management - business processes.
- Lack of change management - business systems.
- Lack of change management - business procedures.
- Too much emphasis on controls - dismissal or reassignment.
- Lack of a proper environment to leverage employee performance.
- Lack of understanding of the company vision.
- Lack of understanding of the company mission statement.
- Lack of proper implementation of corporate governance.
SUPERVISION
- Lack of confidence in the employee's ability and willingness to solve the problem.
- Lack of attention to the performance problem. Focus on the problem or behavior that needs improvement, not the person.
- Lack of determination of the issues that limit the employee's ability to perform the task or accomplish the objective. Four common barriers are time, training, tools, and temperament.
- Lack of potential solutions to the problem or improvement actions to take.
- Lack of an agreed written action plan that lists what the employee, the supervisor, and possibly the HR professional, will do to correct the problem or improve the situation.
- Lack of a set date and time for follow-up.
- Lack of attention to poor performance immediately.
- Lack of understanding of performance issues.
- Lack of understanding of performance appraisal.
- Lack of understanding of performance management.
- Lack of the usage of the performance appraisal feedback.
- Lack of the usage of the development plan.
- Lack of reinforcement of positive outcomes.
- Lack of effective feedback.
- Lack of effective motivation.
- Lack of developmental feedback/motivation.
- Lack of goals/time frame.
- Lack of consistent/quality assessment of individual progress.
- Inconsistent supervision.
- Lack of proper tools.
- Lack of direction on the job.
- Too much focus on employee behavior.
- Lack of encouragement of responsibility.
- Lack of encouragement of accountability.
- Lack of empowerment.
- Lack of focus on the big picture.
- Lack of appreciation of individual efforts.
- Lack of monitoring of performance.
DEVELOPMENT
- Lack of knowledge about the organization.
- Lack of knowledge about the department.
- Lack of complete knowledge of the job role.
- Lack of clearly defined performance objectives.
- Lack of skills.
- Lack of support.
- Lack of capability.
- Lack of effective coaching.
- Lack of effective counseling.
- Lack of effective mentoring.
- Lack of information availability.
- Lack of sufficient resources.
- Lack of incentives.
- Lack of motivational programs.
- Lack of effective talent management programs.
- Lack of succession planning.
- Lack of career planning/development.
- Lack of an individual development plan.
Regards,
LEO LINGHAM
From India, Mumbai
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