How to Deal with Average Performers?




Performance Management (Appraisals)
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Amirruddin Baba
Malaysia

How to Deal with Average Performers?

Managing Average Performers
They did deliver, if only a mediocre, standard performance. So they can not be dismissed on a non-performance basis.
They are the majority within most organisations.
How to purge some of them out of the organisation?
 

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Jagdish B Acharya
Consultant, India
 

Appraisal Systems are not Screening Systems

Appraisal systems should be aimed at human capital development, not for screening. Using this for screening or purging purpose is not right.
In any case an organization cannot have only leaders, it also needs performers, followers and persons in other capacities.
For average persons, part of the credit should also go to the appraisor who apperently could not lift the level of appraisee during the interval between appraisals.
Discussion with appraisee on issues in an objective manner may take them out of "average" label and prevent heavy cost of new recruiting, training etc.

 
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Madan Gopal Agarwal
Business Consultant, India
 

Reasons for Average Performance

Amirruddin / Jagdish - well said. The appraisal process can be effectively used to raise the level o... Sign up

 
0
John Prpich, USA
 

How to Deal with Average Performers: Real Time Approach

Madan, I believe the issue isn't with the concept of appraisal, it's with the process. Most perform... Sign up

 
0
Richard Petro
Business Consultant, United States
 

Average Performers not Average

It sounds to me like somebody dodged (Ed: ~avoided) a bullet when rating people average if you are n... Sign up

 
0
Freddy Colson
CxO / Board, Belgium
 

Managerial Moment Of Truth

I kind of agree with John Prpich. However, a manager/leader needs to have performance appraisal from... Sign up

 
0
Richard Higham
Management Consultant, United Kingdom
 

Managing Average Performers

I find Vroom's Expectancy Theory excellent for this: is the reason for the performance issue: - The... Sign up

 
1
Nancy Roggen
OD and Professional Development , United States
 

Linking Performance to the Right Goals

Good point on the lagging indicator and the need for in the moment feedback. It is helpful to clarif... Sign up

 
0
Jeff Pelletier
Business Consultant, United States
 

Providing the Employee with Specific Examples of Behavior

The two reasons people don't perform well, are they don't want to, or they cannot. Training is obvio... Sign up

 
0
David Wilson
Manager, Canada
 

Average Leadership

If you have average performers, the problem may be that the leadership is also average. I have found... Sign up

 
0
Donald Hesseltine
Director, United States
 

Managing or Leading?

The original post posed the question how to deal with average performers, the responses appear to fo... Sign up

 
0
Michael Del-Colle, United States
 

Managing Average Performers

In my view, we need and should appreciate average performers. They help to define both the best and ... Sign up

 
0
nabzar
Manager, Morocco
 

Managing Average Performers

It is the result of how managers deal with processes like: setting up objectives, are these objectiv... Sign up

 
0
John Prpich, USA
 

Managing Average Performers

Sorry Nabzar, I couldn't disagree with you more, that has nothing to do with the success of managing... Sign up

 
-1
Andrew DePeppe
Entrepreneur, United States
 

Managing Average Performers

David Wilson's comment, I believe, is spot on - average leadership trends to mediocre performance. C... Sign up

 
0
Denis Nixon, Philippines
 

Do Away with 'Average'

Consider having only 3 overall performance scores: 1. Needs improvement 2. Quality 3. Exceptional... Sign up

 
0
Peter Gerdes
Management Consultant, Australia
 

Golden Performance Appraisal Rule

Apart from the opportunity to set goals for the coming period and to discuss development needs, the ... Sign up

 
0
Jeff Pelletier
Business Consultant, United States
 

Performance Appraisal: Part of Feedback System

Indeed, the performance appraisal is to a large degree part of the "feedback" system. Feedback shou... Sign up

 
0
Dumitrescu Andrei, Romania
 

Implement Team Appraisals

If you allow me I would say that performance appraisal within organization is not about individuals ... Sign up

 
0
Bana Kheirbeck
HR Consultant, Syria
 

Performance Appraisal and Remuneration System

I would like to say that from my work experience I think that individual performance should be relat... Sign up

 
0
Vivian Luth-Hanssen
Manager, Norway
 

Providing the Employee with Specific Examples of Behaviour

Hi. Please accept a comment from a newcomer in the forum! For employees to learn and develop themsel... Sign up

 
0
Pauline Oruya
Manager, Kenya
 

Staff Appraisals Should Stimulate Self Development

The performance appraisal is a good tool to 1) measure the staff performance on a regular basis say ... Sign up

 
0
Geoffrey Athey
Director, United States
 

Change the term 'Average' into 'Quality'?

I like the idea presented earlier by Denis Nixon to change the category ‘average’ to ‘quality’. The ... Sign up

 
0
Geoffrey Athey
Director, United States
 

Generations and Trust

Here in the US, we are struggling to integrate a unique generation into the professional workforce. ... Sign up

 
0
KC Lim, Malaysia
 

Managing Average Performers

Madan sums it up quite appropriately through the 3 'lacks' and their solutions. Although it appears ... Sign up

 
0
Ben Wymer, Australia
 

How are the Average Performers Managed?

Consistent average performers are a grand asset to any business, being in a position where you can p... Sign up

 
0
Nicolae Enache
Consultant, Romania
 

Many Average Performers?

If a department has many average performers, chances are big that the management is 'average'. Mihal... Sign up

 
0
Ian Howard Bull
Manager, South Africa
 

Appraisal not a Punishment Tool

It should not be tool which should punish people, but it should rather be a developmental tool, whic... Sign up

 
0
Sey Ojo
Accountant, United Kingdom
 

The Average Employee

Why would an employer have an average employee? It could be due to "recruitment error" or it could ... Sign up

 
0
Kleanthous
Strategy Consultant, United Kingdom
 

Use Bell Curve to Increase the Average

If you think about the collective appraisals of all your employees - you would expect to see a "bell... Sign up

 
0
Nilda Jelenic
Strategy Consultant, Argentina
 

Why Become an Over Average Performer?

I agree with D. Hesseltine and D. Wilson. Average performance might show average leading. I also wo... Sign up

 
0
John Prpich, USA
 

Problem with Bell Curves

Bell curves only work if you have the right systems in place. What if the problem isn't the employee... Sign up

 
0
Sabine Pitcher
Manager, United Kingdom
 

Average Performers - we Can't All Over-perform

I'm not quite sure I understand what we're talking about when we mean "average performers". Surely, ... Sign up

 
0
CALVO
Manager, United Kingdom
 

Everyone Has a Place

Sabine and I have similar ideas, I don't have average performers in my company. Only varied in talen... Sign up

 
0
Jagdish B Acharya
Consultant, India
 

Being Average is not a Sin

Most of the discussion somehow implies as if being average is a sin. So a messiah must take them out... Sign up

 
0
Adewunmi Abayomi
Management Consultant, Nigeria
 

My Book in Performance Appraisal

I learnt a lot reading the various comments. They are well reasoned and pragmatic. Most of the react... Sign up

 
0
Peter Gerdes
Management Consultant, Australia
 

Meets Expectation

Re the doing away with the term "average", I agree with Denis Nixon and Geoffrey Athey that it is a ... Sign up

 
0
Mrs. Josephine Idele
Partner, Nigeria
 

Managing Average Performers

Average performers in an organisation is a two way thing: - One, sometimes they bring out very good... Sign up

 
0
Madan Gopal Agarwal
Business Consultant, India
 

Average Performers Want to Grow

Very well said, Ms. Idele. That is where crux of 'managing versus leading' comes in. To me, there ar... Sign up

 
0
Simon Elvin
Consultant, United Kingdom
 

Is Average a 'Mean' Term?

Surely, by definition, some employees will be average, if average means 'in the middle'. The troub... Sign up

   

More on Performance Management (Appraisals):
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Discussion Topics
Checklist of 50+ Common Errors in Performance Appraisals
How to Give Constructive Feedback? Models and Tips
How to Achieve Fair Performance Appraisals?
Avoid Routine Annual Performance Appraisals
Concerns not Previously Discussed During Performance Reviews
👀How to Deal with Average Performers?
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Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Practical Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
🔥What to do if NO Annual Appraisal Interview is Scheduled?
How to React When You are Undervalued?
The Performance-Values Match Matrix (Jack Welch)
Appraise the Past, Develop for the Future
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
How to Identify and Manage Workplace Favoritism
Consider the Job Situation in Appraisals
Post COVID-19 Performance Evaluations
Decentralized Performance Appraisals
Cascading the Business Objectives to Performance Appraisals
Disparaging Appraisal Terms
Performance Appraisals versus Student Examinations. A Comparison
Bonuses.. what is Fair to All Within Large Corporations
Feedback Should be Like a Mirror: Neutral
How Role Clarity and Employee Performance Management can help with Strategic Focus
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Optimize on the Strengths of your Employees
Use of Of Employee Appraisals to Validate the Remuneration System
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