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?

  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.

  Madan Gopal Agarwal
Business Consultant, India
 

Reasons for Average Performance

Amirruddin / Jagdish - well said. The appraisal pr (...)

  John Prpich
 

How to Deal with Average Performers: Real Time Approach

Madan, I believe the issue isn't with the concept (...)

  Richard Petro
Business Consultant, United States
 

Average Performers not Average

It sounds to me like somebody dodged (Ed: ~avoided (...)

  Freddy Colson
CxO / Board, Belgium
 

Managerial Moment Of Truth

I kind of agree with John Prpich. However, a manag (...)

  Richard Higham
Management Consultant, United Kingdom
 

Managing Average Performers

I find Vroom's Expectancy Theory excellent for thi (...)

  Nancy Roggen
OD and Professional Development , United States
 

Linking Performance to the Right Goals

Good point on the lagging indicator and the need f (...)

  Jeff Pelletier
Business Consultant, United States
 

Providing the Employee with Specific Examples of Behavior

The two reasons people don't perform well, are the (...)

  David Wilson
Manager, Canada
 

Average Leadership

If you have average performers, the problem may be (...)

  Donald Hesseltine
Director, United States
 

Managing or Leading?

The original post posed the question how to deal w (...)

  Michael Del-Colle
 

Managing Average Performers

In my view, we need and should appreciate average (...)

  nabzar
Manager, Morocco
 

Managing Average Performers

It is the result of how managers deal with process (...)

  John Prpich
 

Managing Average Performers

Sorry Nabzar, I couldn't disagree with you more, t (...)

  Andrew DePeppe
Entrepreneur, United States
 

Managing Average Performers

David Wilson's comment, I believe, is spot on - av (...)

  Denis Nixon
 

Do Away with 'Average'

Consider having only 3 overall performance scores: (...)

  Peter Gerdes
Management Consultant, Australia
 

Golden Performance Appraisal Rule

Apart from the opportunity to set goals for the co (...)

  Jeff Pelletier
Business Consultant, United States
 

Performance Appraisal: Part of Feedback System

Indeed, the performance appraisal is to a large de (...)

  Dumitrescu Andrei
 

Implement Team Appraisals

If you allow me I would say that performance appra (...)

  Bana Kheirbeck
HR Consultant, Syria
 

Performance Appraisal and Remuneration System

I would like to say that from my work experience I (...)

  Vivian Luth-Hanssen
Manager, Norway
 

Providing the Employee with Specific Examples of Behaviour

Hi. Please accept a comment from a newcomer in the (...)

  Pauline Oruya
Manager, Kenya
 

Staff Appraisals Should Stimulate Self Development

The performance appraisal is a good tool to 1) mea (...)

  Geoffrey Athey
Director, United States
 

Change the term 'Average' into 'Quality'?

I like the idea presented earlier by Denis Nixon t (...)

  Geoffrey Athey
Director, United States
 

Generations and Trust

Here in the US, we are struggling to integrate a u (...)

  KC Lim
 

Managing Average Performers

Madan sums it up quite appropriately through the 3 (...)

  Ben Wymer
Project Manager, Australia
 

How are the Average Performers Managed?

Consistent average performers are a grand asset to (...)

  Nicolae Enache
Consultant, Romania
 

Many Average Performers?

If a department has many average performers, chanc (...)

  Ian Howard Bull
Manager, South Africa
 

Appraisal not a Punishment Tool

It should not be tool which should punish people, (...)

  Sey Ojo
Accountant, United Kingdom
 

The Average Employee

Why would an employer have an average employee? I (...)

  Kleanthous
Strategy Consultant, United Kingdom
 

Use Bell Curve to Increase the Average

If you think about the collective appraisals of al (...)

  Nilda Jelenic
Strategy Consultant, Argentina
 

Why Become an Over Average Performer?

I agree with D. Hesseltine and D. Wilson. Average (...)

  John Prpich
 

Problem with Bell Curves

Bell curves only work if you have the right system (...)

  Sabine Pitcher
Manager, United Kingdom
 

Average Performers - we Can't All Over-perform

I'm not quite sure I understand what we're talking (...)

  CALVO
Manager, United Kingdom
 

Everyone Has a Place

Sabine and I have similar ideas, I don't have aver (...)

  Jagdish B Acharya
Consultant, India
 

Being Average is not a Sin

Most of the discussion somehow implies as if being (...)

  Adewunmi Abayomi
Management Consultant, Nigeria
 

My Book in Performance Appraisal

I learnt a lot reading the various comments. They (...)

  Peter Gerdes
Management Consultant, Australia
 

Meets Expectation

Re the doing away with the term "average", I agree (...)

  Mrs. Josephine Idele
Partner, Nigeria
 

Managing Average Performers

Average performers in an organisation is a two way (...)

  Madan Gopal Agarwal
Business Consultant, India
 

Average Performers Want to Grow

Very well said, Ms. Idele. That is where crux of ' (...)

  Simon Elvin
Consultant, United Kingdom
 

Is Average a 'Mean' Term?

Surely, by definition, some employees will be aver (...)

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