Every company has to deal with a tuft of employees who score a perfect ten when it comes to work but fail in interpersonal relationships. They prefer to work in silos, know their value but often make the mistake of believing they are indispensable. Human resource heads of Corporate India have strategies lined up their sleeves to tackle with these employees and get them grounded. Devina Sengupta looks at some of them.
1 Draw a Performance Plan Product services firm, Netapp, has an immediate remedy for all star employees who refuse to toe the line. They are put in the time-bound performance management plan, with specific areas of improvement and a follow-up session. “There have been instances when we have asked star employees to leave because they did not improve despite being on these programmes,” says SR Manjunath, human resource head. The company had once asked a top performer to quit for passing an unpardonable remark about another colleague.
2 Include Career Counselling At the RPG Group, career counselling and personal coaching help the employee realise that for him or her to be a star performer, it will need more than just achieving key result areas. “Any gap in behavioural competencies mean one is not a star employee and his career progression will be at stake,” says Amit Das, senior vice president, group HR for RPG Group. Building on interpersonal skills, support programs and one-on-one coaching helps in getting them running on the right track.
3 Increase Teamwork At HDFC Life, performers who prefer to work in silos and are not empathetic towards others are given more teamwork. The insurance company has 13 to 15 specially-created cross-functional teams, with four to five members in each. These teams are given special projects where they have to work together to achieve certain goals. “We get achievers who are averse to collaboration to work in these projects. They soon learn to work in teams,” says Rajendra Ghag, executive vice-president and chief human resources officer.
4 Ask Hard Questions A company dealing with prima donnas has to first find out if those employees have an inherent problem or are working amongst “dwarfs”. Nearly 60% of best employers are interested in leadership roles and are willing to be improve for the next role while the rest are best left alone, says Saundarya Rajesh, president and founder of AVTAAR Career Creators and Flexicareers India. “Those who are good performers but lack leadership qualities are also important and do not aspire to become the next CEO. Therefore, a firm does not lose out by not mentoring them and often during a shake out, they look for other opportunities,” she says.
5 Watch Your Attitude
The best performer’s ego is often his or her Achilles Heel and superiors need to be sensitive about this. Mocking them or putting them down in front of others will not help them confront their problems; rather, it will make them go further into a shell or worse, put in their papers.
The Economic Times, Mumbai 02-07-2013
Original Link: http://epaper.timesofindia.com/Default/Scripting/ArticleWin.asp?From=Archive&Source=Page&Skin=ETNEW&BaseHref=ETM/2013/07/02&PageLabel=8&EntityId=Ar00801&ViewMode=HTML
1 Draw a Performance Plan Product services firm, Netapp, has an immediate remedy for all star employees who refuse to toe the line. They are put in the time-bound performance management plan, with specific areas of improvement and a follow-up session. “There have been instances when we have asked star employees to leave because they did not improve despite being on these programmes,” says SR Manjunath, human resource head. The company had once asked a top performer to quit for passing an unpardonable remark about another colleague.
2 Include Career Counselling At the RPG Group, career counselling and personal coaching help the employee realise that for him or her to be a star performer, it will need more than just achieving key result areas. “Any gap in behavioural competencies mean one is not a star employee and his career progression will be at stake,” says Amit Das, senior vice president, group HR for RPG Group. Building on interpersonal skills, support programs and one-on-one coaching helps in getting them running on the right track.
3 Increase Teamwork At HDFC Life, performers who prefer to work in silos and are not empathetic towards others are given more teamwork. The insurance company has 13 to 15 specially-created cross-functional teams, with four to five members in each. These teams are given special projects where they have to work together to achieve certain goals. “We get achievers who are averse to collaboration to work in these projects. They soon learn to work in teams,” says Rajendra Ghag, executive vice-president and chief human resources officer.
4 Ask Hard Questions A company dealing with prima donnas has to first find out if those employees have an inherent problem or are working amongst “dwarfs”. Nearly 60% of best employers are interested in leadership roles and are willing to be improve for the next role while the rest are best left alone, says Saundarya Rajesh, president and founder of AVTAAR Career Creators and Flexicareers India. “Those who are good performers but lack leadership qualities are also important and do not aspire to become the next CEO. Therefore, a firm does not lose out by not mentoring them and often during a shake out, they look for other opportunities,” she says.
5 Watch Your Attitude
The best performer’s ego is often his or her Achilles Heel and superiors need to be sensitive about this. Mocking them or putting them down in front of others will not help them confront their problems; rather, it will make them go further into a shell or worse, put in their papers.
The Economic Times, Mumbai 02-07-2013
Original Link: http://epaper.timesofindia.com/Default/Scripting/ArticleWin.asp?From=Archive&Source=Page&Skin=ETNEW&BaseHref=ETM/2013/07/02&PageLabel=8&EntityId=Ar00801&ViewMode=HTML
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