Hello Everyone,
How are you? Can anyone please help me out to understand the situation,
Actually, there is one IT recruiter he is working in my company for more than 5 years during this performance was very good and was doing excel, He is very old employee of company and working in company , when it was started
but since 5-6 month his performance is being affected , He is trying level best but not bale to do since 5-6 month.
So in this caase
Should I put this employee in performance evaluation ???
Please suggest
Thanks
Om Prabh
From India, Delhi
2How are you? Can anyone please help me out to understand the situation,
Actually, there is one IT recruiter he is working in my company for more than 5 years during this performance was very good and was doing excel, He is very old employee of company and working in company , when it was started
but since 5-6 month his performance is being affected , He is trying level best but not bale to do since 5-6 month.
So in this caase
Should I put this employee in performance evaluation ???
Please suggest
Thanks
Om Prabh
From India, Delhi
Dear Om Prabh,
I recommend you putting the employee under Performance Improvement Plan (PIP). However, you must be clear as to what you will do when the employee is under PIP. What efforts you will take to improve his performance? As such he has more than five years of experience. Therefore, he knows everything but somewhere he is going wrong and he is unable to get the results.
If the performance of the employee does not improve then you may make him external consultant. For every closure, you may pay him some percentage or fixed amount.
Thanks,
Dinesh Divekar
From India, Bangalore
I recommend you putting the employee under Performance Improvement Plan (PIP). However, you must be clear as to what you will do when the employee is under PIP. What efforts you will take to improve his performance? As such he has more than five years of experience. Therefore, he knows everything but somewhere he is going wrong and he is unable to get the results.
If the performance of the employee does not improve then you may make him external consultant. For every closure, you may pay him some percentage or fixed amount.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dinesh,
Actually he is working in my company since 5 years. he has joined my company in the Year 2013.
during this period from 2013 to till jan 2018 his performance was very good and was doing excel but since 5-6 month he is not able to geeting any closure \ joining . and he is very old employee of company , once compnay was started from satarting time he was working.
So i am confuse . mai kya karu aab is employee ke sath.
cause he has given 5 years continous service to my company .
Is there need to put this employee under PIP.?
Should i fire this employee?
I am totaly confused
So suggest please
Thanks
Om
From India, Delhi
Actually he is working in my company since 5 years. he has joined my company in the Year 2013.
during this period from 2013 to till jan 2018 his performance was very good and was doing excel but since 5-6 month he is not able to geeting any closure \ joining . and he is very old employee of company , once compnay was started from satarting time he was working.
So i am confuse . mai kya karu aab is employee ke sath.
cause he has given 5 years continous service to my company .
Is there need to put this employee under PIP.?
Should i fire this employee?
I am totaly confused
So suggest please
Thanks
Om
From India, Delhi
Dear Om,
Before taking any action or putting him under a PIP, why not sit and have a discussion with him. Try to understand what has changed in his life or what has affected his performance as he may be in a burnout stage. If he was performer for 5 years and his efforts went unnoticed or were not rewarded; is the most probable cause of his burnout or performance saturation.
Regards
Rahul Chhabra
From India, Delhi
Before taking any action or putting him under a PIP, why not sit and have a discussion with him. Try to understand what has changed in his life or what has affected his performance as he may be in a burnout stage. If he was performer for 5 years and his efforts went unnoticed or were not rewarded; is the most probable cause of his burnout or performance saturation.
Regards
Rahul Chhabra
From India, Delhi
Dear Om,
One should not conclude the things at once. This is a time to understand the difficulties of the person for not putting-up desired result by an outstanding performer.
Many a times it so happens in carreer of everyone the reason may be of personal or management. It is therefore suggested to call the employee and discuss in whole and also tell him that how his performance over the period in down trend.
From India, Mumbai
One should not conclude the things at once. This is a time to understand the difficulties of the person for not putting-up desired result by an outstanding performer.
Many a times it so happens in carreer of everyone the reason may be of personal or management. It is therefore suggested to call the employee and discuss in whole and also tell him that how his performance over the period in down trend.
From India, Mumbai
ooo Thanks Prabhat Will do also... cause since satrting he is woring in company we can not directly fire to employee.. lots of joining \ Business he has given to companay , suddenly since 6 month his performance being affected .
You are right thanks for opinion i will talk once with employee
From India, Delhi
You are right thanks for opinion i will talk once with employee
From India, Delhi
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc