How to retain the outstanding performers and How to handle bottom performers? - CiteHR
V.Raghunathan
Process Industry Consultant / Soft Skill

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Please tell me the process of the following: 1. How to retain the outstanding performers 2. How to handle bottom performers
Deal Salil,

The question you ask plagues the best of organisations - the world over - each day, every day!

I am sure you'll get tonnes of wonderful answers here. But, your topic isn't where you ask what is 2 + 2 and when someone answers 4 you simply cut and paste it into your organisation. This is a question that requires you to weigh the many diverse options in the context of your business and your requirements, map the most feasible options and then take decisions. And, any decisions you take today will almost always be obsolete within 6 months time. Thus, talent retention isn't a 'just in time' process. Instead, its a dynamic and every-day activity which has to be included within your company's core values.

Thus, any answer I give you here will be woefully short of the substantial range of inputs that you really need for your purposes.

With this in mind, I suggest that apart from researching on Google (which I'm sure you've already done), you must visit and subscribe to Harvard Business Review Blogs (blogs.hbr.com). HBR blogs is a free subscription (though it limits what info free subscribers can access). And, if you're prepared to spend some money, then subscribe to a USD29/month membership at mindtools.com

My apologies for not simply giving you a few bullet points which will probably do more to showcase my knowledge rather than genuinely help you create a robust and enduring solution for your company's talent management needs.

Make sure you register at HBR blogs and check out mindtools.com (I think they either have a free trial period or one for USD 1.00)

All the best!

How to retain outstanding performers.

How to handle bottom performers.

I agree with the lovely explanation given by Mr Gaurav Sareen.

Certainly quick fix solutions do not exist.

However we can approach with some known model like Dr Odriene’s Grid.

( I am not sure if I have spelt it correctly).

You may please refer the attachment.

Briefly the model is a Potential Vs Performance graph, showing a classical four quadrant grid.

It has Dead Wood, Work Horse, Problem Child and above all Stars.

All the four have different expectations and so suitable questions have to be asked.

The answers will provide clues to your plan of action.

Some examples :

Dead Wood – Why are they not performing ?

Slow output , inability, less capable, illness, negative attitude.

In what way management can tackle the above issue/ issues.

At any time were they trained?

Is there a Voluntary Retirement scheme?

Would they take it?

Outstanding Performers – STARS

What are the qualities that make them outstanding?

Professional competency, hardwork, motivated individual, self starters, others - identify the traits.

What are their expectations?

Huge monetary raise every time, fringe benefits, promotions etc

Is it within the framework of organization to provide the same?

WHAT IF scenario

If the STARS leave what is the strategy in place with the management?

Is there a standby arrangement?

How robust is the induction and training method in the organization to develop/ groom a new incumbent?

You can also surf the net with a query ‘Performance Vs Potential’ to get some more useful information.

V.Raghunathan…………………………………Navi Mumbai


Attached Files
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File Type: pdf People GRID.pdf (35.8 KB, 134 views)

Dear V. Ragunathan,
You have provided Salil with a painstaking response that provides a wonderful launch pad and a sense of direction prior to commencing the talent retention process.
I too have learnt from your detailed response.
Thank you for educating me! And, like me, I am sure Salil too has taken away a couple of learnings!
Take care & All the Best!

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