Answer to Question #267580 in Management for Akhona Klanisi

Question

discuss what managers can do when employees are not performing adequately. Refer to relevant theories of motivation and any pertinent laws impacting the management of human resources in South Africa

Answer 1

Discussion

Performance management is undoubtedly a significant part of every manager's job. The primary task of managers is to deliver high productivity by utilizing his/her team to reach its potential. Periodically, even with effective management, motivated employees and a healthy environment, there will be some employees who are failing to meet performance expectations. How to appropriately react to poor performance is one of a manager’s biggest challenges. However, they often resist to dealing with such situations as it often leads to finger pointing, anger and denial, if not done in the right manner. Managing poor performance can raise a number of different issues in the organization, which needs to be tackled with utmost maturity and effective strategies. Below are some ways to improve employee performance.

• Leadership selection programs

Most employers do not realize it, but the biggest single driver of poor employee performance is poor supervision. When employees are put in a situation where they lack effective leadership, their performance often takes a hit. Nonetheless, a surprising number of employers still do not give manager selection the attention it deserves. Often, leaders who inspire, motivate and empower their teams are the best cure for poor performance. Select the right leadership, equip them with appropriate people management soft skills, and employees will be top performers.

• Employee support programs

Investing in adequate support programs, for instance to manage personal finance, to deal with new-parenting situations, to confront addictions etc., can often lead to huge returns in the form of a peak performing workforce.

• Reward and recognition programs  

Too often companies ignore the power of rewards and recognition. Implementing recognition programs not only pay employees for past performance, but they also incentivize future performance. Feeling respected and recognized among their peers inspires employees to become better performers. Its important to Taylor rewards and recognition programs to fit the work environment, and they will have a more positive impact on combating poor employee performance.

• Mentoring and Coaching Programs

Very few employers have formal mentoring or coaching programs in the workplace. However, these programs can often offer grassroots intervention to poor performing employees. In some instance, due to the environment of the work place, formal mentoring might not be possible. In such environments, informal approaches could prove fruitful. Whether it is a formal or informal approach that's used, the mere fact that employees have someone to turn to for assistance with poor employee performance can be of tremendous value to the organization and the employee.

Humanistic Theory of motivation believes in striving tendency of the individual for realizing his/her potentialities, especially creative ones, strengthening self-confidence and attaining the ideal self.  HR managers can protect the company against discrimination lawsuits by understanding discrimination law and putting policies into place to avoid discrimination. Should discrimination occur despite workplace policies against it, HR managers can work with upper management to quickly address individual issues, compensate employees, and discipline managers who discriminate. The Equal Employment Opportunity Commission (EEOC) is responsible for interpreting and enforcing the laws against discrimination in the workplace.

Reference

Ajayi, M. P., & Abimbola, O. H. (2013). Job satisfaction, organizational stress and employee performance: A study of NAPIMS. IFE PsychologIA: An International Journal, 21(2), 75-82.