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How to Deal with Average Performers?
Amirruddin Baba, Malaysia, Member
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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Appraisal Systems are not Screening Systems
Jagdish B Acharya, Consultant, India, Premium Member Appraisal systems should be aimed at human capital development, not for screening. Using this for screening or purging purpose is not right.
In a... |
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Reasons for Average Performance
Madan Gopal Agarwal, Business Consultant, India, Member Amirruddin / Jagdish - well said. The appraisal process can be effectively used to raise the level of performance of someone to its highest potential.... |
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Average Performers not Average
Richard Petro, Business Consultant, United States, Member It sounds to me like somebody dodged (Ed: ~avoided) a bullet when rating people average if you are not happy with the average performers' results. ... |
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Managerial Moment Of Truth
Freddy Colson, CxO / Board, Belgium, Member I kind of agree with John Prpich. However, a manager/leader needs to have performance appraisal from the moment he/she (I'm not going to repeat this a... |
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Linking Performance to the Right Goals
Nancy Roggen, OD and Professional Development , United States, Member Good point on the lagging indicator and the need for in the moment feedback. It is helpful to clarify expectations for results and behavior at the beg... |
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Average Leadership
David Wilson, Manager, Canada, Premium Member If you have average performers, the problem may be that the leadership is also average. I have found that great leaders ( |
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Managing or Leading?
Donald Hesseltine, Director, United States, Member The original post posed the question how to deal with average performers, the responses appear to focus on appraisals. Seems to me 'managing' p... |
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Managing Average Performers
Michael Del-Colle In my view, we need and should appreciate average performers. They help to define both the best and the worst in performance.
Some might a... |
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Managing Average Performers
nabzar, Manager, Morocco, Member It is the result of how managers deal with processes like: setting up objectives, are these objectives relevant and supporting organisation's s... |
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Managing Average Performers
John Prpich, United States, Member Sorry Nabzar, I couldn't disagree with you more, that has nothing to do with the success of managing performance. It has to do with the process... |
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Managing Average Performers
Andrew DePeppe, Entrepreneur, United States, Member David Wilson's comment, I believe, is spot on - average leadership trends to mediocre performance. Clearly providing expectations of what is to... |
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Do Away with 'Average'
Denis Nixon, Business Consultant, Philippines, Member Consider having only 3 overall performance scores:
1. Needs improvement
2. Quality
3. Exceptional.
Also measure against bus... |
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Golden Performance Appraisal Rule
Peter Gerdes, Management Consultant, Australia, Member Apart from the opportunity to set goals for the coming period and to discuss development needs, the performance "appraisal" should be a summary of per... |
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Performance Appraisal: Part of Feedback System
Jeff Pelletier, Business Consultant, United States, Member Indeed, the performance appraisal is to a large degree part of the "feedback" system.
Feedback should be ongoing, specific, timely, relevant, ... |
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Implement Team Appraisals
Dumitrescu Andrei, Business Consultant, Romania, Member If you allow me I would say that performance appraisal within organization is not about individuals but about team working. An individual may be an av... |
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Performance Appraisal and Remuneration System
Bana Kheirbeck, HR Consultant, Syria, Member I would like to say that from my work experience I think that individual performance should be related to remuneration system as well as the compan... |
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Change the term 'Average' into 'Quality'?
Geoffrey Athey, Director, United States, Member I like the idea presented earlier by Denis Nixon to change the category ‘average’ to ‘quality’. The problem is I've seen that category name change 3 o... |
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Generations and Trust
Geoffrey Athey, Director, United States, Member Here in the US, we are struggling to integrate a unique generation into the professional workforce. At the risk of offense, I'll make only one general... |
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Managing Average Performers
KC Lim, CEO, Malaysia, Member Madan sums it up quite appropriately through the 3 'lacks' and their solutions. Although it appears the onus to provide such solutions lies wit... |
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How are the Average Performers Managed?
Ben Wymer, Project Manager, Australia, Member Consistent average performers are a grand asset to any business, being in a position where you can predict business performance is not a bad pl... |
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Many Average Performers?
Nicolae Enache, Consultant, Romania, Member If a department has many average performers, chances are big that the management is 'average'. Mihalyi Csikszentmihalyi wrote years ago that perfor... |
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Appraisal not a Punishment Tool
Ian Howard Bull, Manager, South Africa, Member It should not be tool which should punish people, but it should rather be a developmental tool, which should assist the both the appraissee and... |
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The Average Employee
Sey Ojo, Accountant, United Kingdom, Member Why would an employer have an average employee?
It could be due to "recruitment error" or it could be due to mismatch between the promises... |
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Use Bell Curve to Increase the Average
Kleanthous, Strategy Consultant, United Kingdom, Member If you think about the collective appraisals of all your employees - you would expect to see a " bell jar effect" where you have those who are u... |
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Why Become an Over Average Performer?
Nilda Jelenic, Strategy Consultant, Argentina, Member I agree with D. Hesseltine and D. Wilson. Average performance might show average leading.
I also would take a good look to what are the advent... |
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Problem with Bell Curves
John Prpich, United States, Member Bell curves only work if you have the right systems in place. What if the problem isn't the employee but it's you and your approach to their work, the... |
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Average Performers - we Can't All Over-perform
Sabine Pitcher, Manager, United Kingdom, Member I'm not quite sure I understand what we're talking about when we mean "average performers". Surely, not everybody can be outstanding - there wo... |
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Everyone Has a Place
CALVO, Manager, United Kingdom, Member Sabine and I have similar ideas, I don't have average performers in my company. Only varied in talents and abilities.
Some excel academically, ot... |
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Being Average is not a Sin
Jagdish B Acharya, Consultant, India, Premium Member Most of the discussion somehow implies as if being average is a sin. So a messiah must take them out of averagedom and bring salvation.
A... |
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My Book in Performance Appraisal
Adewunmi Abayomi, Management Consultant, Nigeria, Member I learnt a lot reading the various comments. They are well reasoned and pragmatic. Most of the reactions are detailed in my book just published... |
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Meets Expectation
Peter Gerdes, Management Consultant, Australia, Member Re the doing away with the term "average", I agree with Denis Nixon and Geoffrey Athey that it is a problem.
I use the rating "meets ex... |
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Managing Average Performers
Mrs. Josephine Idele, Partner, Nigeria, Member Average performers in an organisation is a two way thing:
- One, sometimes they bring out very good ideas when in a team.
- Two, a... |
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Average Performers Want to Grow
Madan Gopal Agarwal, Business Consultant, India, Member Very well said, Ms. Idele. That is where crux of 'managing versus leading' comes in. To me, there are no average performers. It is only relativ... |
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Is Average a 'Mean' Term?
Simon Elvin, Consultant, United Kingdom, Member Surely, by definition, some employees will be average, if average means ' in the middle'.
The trouble can be in our different interpretati... |
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