building effective teams task 8

Building Effective Teams

Whether we like it or not , there are always poor performers in any type of team or organization . These are employees or team members who do not meet the standards set by the organization . Commonly , poor performing employees are those who belong to Quartile Four when employees are force-ranked

Most managers and leaders agree that it 's not easy dealing with poor performers . As Levinson (2003 ) said , it 's a wrenching task , but you have to face up to the need to confront poor performers , and either fix

their shortcomings or fire them ' Poor performers , no matter how small in number they may be , still have a big impact in the performance of the whole team or organization

As the HR Manager of the company , I would advise each member of the team to help one another in their tasks and job responsibilities . If the team members notice that there are poor performers among them , they should take immediate action by working with these people and talking to them . Having a good peer-to-peer conversation may reveal the issues that the employee is facing , thus , affecting his /her performance at work This can help getting to the root cause of the problem and help the member solve it . Team members who are not performing well tend to share their problems and open up more easily with their peers than with their supervisor or manager

Poor performers can also be identified through feedback from peers and if applicable , customers . The customers are the people who can see the outputs of the employee or member 's work . If it is unsatisfactory to the customer , then the employee must not be performing well . Peers are good sources of feedback when it comes to how the employee or team member really works when the boss is not around . The employee 's co-workers are the people s /he gets to work with day in and day out . They are the ones who can immediately see where the employee is good at and where he is not . Thus , these people can better provide the data and the tools to determine the poor performers in the team or organization

Though co-workers may contribute to the improvement of a poor performer , still , the best person who could talk to the person and give relevant advices is the immediate superior . The member 's immediate superior would know the areas where s /he needs more improvement . Thus the superior can give better advice pertaining to these areas and how to better improve on them . The immediate superior can also give suggestions on some actions the member needs to do in to improve on the areas identified

Coaching and mentoring are the key techniques in handling poor performers . Constant monitoring of the employee 's performance and regular coaching would do a lot of help in the improvement of the employee . People think that coaching is a negative thing when it is actually the opposite . Coaching provides a venue...