Please go through the situation mentioned which one of my friends has gone through recently.
A manager has given a particular sales target to the subordinate and his team verbally to do a particular amount of business. On 26th he reported to HR that the subordiante and his team are not able to do any business till date and he wants the salary to be stopped. The salary should be given to them only on the completion of target (to be completed in the next 4 days). As a process HR can stop the salary only in case of sepration. As per the manager, he wants them to be in the system only if they are able to achieve the target and through this he wants a lesson to be given to his team members who do false commitments.
What can be done in this situation?
If they are not able to perform and they resign, is it professional and ethical that manager would write on thier resigantion letter that it has been accepted due to non performance.
From India, Bangalore
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Group Head Hr & Administration
Executive - Hr
teamgrouphrGreeting from GroupHR!!!!
Common problem in BFSI sales!!!
One thing is for sure, if you are giving them the letters of non performance, you are not only giving your employees sure shot recipe for disaster but at the same time preparing ground of bad words about company amongst potential hires, as well.
If the employees are so hopeless, you can simply tell them to resign and do the needful.
As far as stopping salary is concerned, remember salary is not linked to target ( incentive, if there are any, you can always stop); it is linked to performing duties or KRAs.
A senior sales guy normally resorts to such activities but that is not seen as best practices. Even otherwise, salary is prerogative of HR and sales guys have got nothing to do with this.
Best way is to
1. Don't stop the salary
2. Tell the junior sales guys that this is the last time you are taking a generous view and they need to pull themselves up .
3. If nothing works, tell them to resign.
Hope it helps
From India, Delhi
tsivasankaranCan not stop salary. Legally and ethically it is not correct.
And is he talking about stooping salary of all people including his??
As a boss he is also responsible for nonperformance.
In such circumstances, I will stop salary for a day or two including his!!!
Then he will get back and never will he advice this in future
From India, Chennai
sujeet_rajawatBlocking salary is not a good sign as this can lead to a negative image to your potential hires as well as your current employee. They might start feeling unsecure.............
Best thing you can do is issue them notification letter and also look if there is any requirement of training and development.......
and then to if they do not perform, you can ask them to resign.........
From Nigeria, Lagos
sparkyWouldn't it be more sensible to dismiss them for non performance?
This doesn't create the nasty taste that the proposed action does, and also promotes the seriousness of targets in the remaining team.
Whatever, if you don't tackle under-performing teams and individuals fast, you are leaving the way open to bigger problems.
From United Kingdom, Glasgow
we have to find out the reason for non-performance and train them in their lacuna areas. it is not fair to hold the salary or dismiss them we have to train and then give a chance to perform then we have to take action.
From India, Madras