Performers Vs Non Performers

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Performers Vs Non Performers

#1 Postby khyatiimtn » Tue May 05, 2015 3:50 am

Performers are the one who consistently performs and leads his way. He throughout performs well in his life and every where he participates.
However non performers need not be every time the person who doesn't perform rather he can be a person who performed well but today couldn't perform well.
While performers need lots of appreciation and praises , the non performers require lots of encouragement and a very nice mentor who can not only encourage but can also coach. As they say it is very easy to drive a car on a straight path but the main challenge arises when one has to drive on the slope. Similar is the case between performers and non performers. It is of no difficulty to guide the performer who is already performing. But the main challenge arises to guide and mentor the non performer. This is because due to bad performance he must be sad so needs proper motivation , he must be lacking certain skills so he needs right training for that and most important of all he needs to be instilled with the faith and belief that yes I can do it.
Hence to concluded with performers and non performers are an abstract term. The most important thing in life is to keep working hard and to have a strong faith that I will win.

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Re: Performers Vs Non Performers

#2 Postby archanaimtn » Mon Apr 20, 2015 6:02 pm

It’s not the tools you have faith in–tools are just tools–they work, or they don’t work. It’s the people you have faith in or not.” - Steve Jobs, Apple

Employees are a company’s biggest strength and it is they who help the company reach their goals and targets. It is important for a company to maintain a good work culture and keep their employees happy.

“Customers will never love a company until the employees love it first.” ~Simon Sinek, Start with Why :
And this is why it is important to keep the employees happy as it is they who will perform.

For an organisation there can be two set of performers, one who want to perform and work hard but cant and the other who can perform but aren’t motivated enough to do so. For the first kind of people, training can be provided as it will help them enhance their skill and ultimately lead to a better performance. For the latter, it is important to understand the reason for underperformance. Incentives, bonus are a way to motivate the employees but they don’t always work. Therefore, it is important to take feedback from employees and understand their reason for under performance and work for it.

Both the scenarios incur cost to the company, but in the end it the company that succeeds. There is no place for underperformers in a company, and therefore it becomes important for an individual to work hard, because let’s face it, the success isn’t easy and options are always available. So perform and earn your part and perform harder and retain it.

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Re: Performers Vs Non Performers

#3 Postby jayprakashimtn » Thu Apr 16, 2015 5:59 pm

There are two ways you can make the non performers perform, those who have the will, but not skill, can be trained. Those who have the skills, but are not willing to perform, can be motivated to perform better.

Skill and will, the lack of one of these two, or both of them turn an employee into a non performer. Non performers can also be misfits, for the work that they have been hired to do, or the culture of the firm. It's important to identify whether the goals of the employee are aligned with that of the company, only then can an employee perform and excel.

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Re: Performers Vs Non Performers

#4 Postby ANKITSHAH » Mon Dec 01, 2014 12:38 am

I believe two qualities are imperative for any employee to perform well at his work. 1st is interest at work and 2nd is ability to work.

If the person is interested and know the specifics of the work alloted then he is certain to succeed.His ability at work will create the foundation of work and his interest will drive him to work extensively. So if a person is not performing, then that can be attributed to the lack of interest or ability. Many a times people with good caliber are not able to perform well because of some personal reason or the work allocated to them is not of their interest. In that case instead of proving them to be a non performer, the management should strive to know the exact reason and try to stimulate the factors to hone the skills of these kind of employees.
Awarding the high performers is a very good initiative which keeps up the spirit of faithful workers and encourages others to work harder. But at the same time a good organization should also take steps understand the non performance of other employees.

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Re: Performers Vs Non Performers

#5 Postby naveenthangavel » Thu Nov 27, 2014 11:26 am

Firstly, the criteria which sets apart performers & non-performers should be identified. If that criteria's are some inherent quality of an individual which differentiates oneself from non-performers, then we can't help it. Else, Analysis should be done to ensure what makes them lagging behind performers. Measure the intensity. Implement the diagnosis step. Check the impact & correct it further. This is how we can reduce the ones who are in the non-performers zone & push them gently to the performers zone.

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Performers Vs Non Performers

#6 Postby archit » Thu Dec 12, 2013 9:41 am

In an oranisation why some employee are overachiever and some are underachievers when the amount of training given to both the groups is same...there will be always a scenario where X number of people will perform very well and Y will not...Should employer strictly adopt perform or perish approach?

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