Question

Hi, could you provide me with a brief response to this question and an explanation so I can understand

TM2 has recently internally transferred to our team as a client liaison officer. They get the job done but are slow and their efficiency is below par. Yhey have not met any KPIs, RPC etc and now they are demonstrating bad timekeeping, being late on deliverables and the error margin of their work is increasing causing lost productivity. They are not checking their work and several rechecks are required with their attitude becoming quite negligent

Could you describe three (3) instances where you could provide informal feedback to them?

Instance 1

Instance 2

Instance 3

Answer 1

This is the case where internally transferred employee are having poor attitude towrds work & their work ethics and not focusig on the work properly which would implies on the loss of company productivity & reputation with the clients.

Three instances that can be given them as their informal feedback as below:

Instance1: Team leader or the reporting manager for the TM2 has called them upon to provide their non-professional behaviour of being late in office and non cooperating behaviours to the work. They should be at first provided with the basics of the work that has to be carried out. and after that their training to be evaluate at par the standard required to carry out the specific task. The task that being given should must be in target manner with the higher leve of accuracy and that has to be clearly informed and start reward program for each task carried out withour any single error and it will improve in the efficiance and accuracy of the TM2 work perforamce.

Instance2: They are being asked to self evaluate and report their feed abck to concern manager and then based on the evaluation review criterion Team Leader can reccoment required level of job knowledge to be adequetly provided. Few people are slow learner but when they get the adequete knowlede and the desired support from thir collegure they demonstrate unusual changed in their performance.

Instance3: They should be put on probation period in the specific division to learn all the small but precised things that need to be taken care at time for performing the task, the reason being hired any employee initially on the probation is to get accustome with the nature of task that he has to perform during his tenure and also its best way for the reporting manager to evaluate the potential and zeal available with the candidate towards the work assigned, If TM2 is well trained for the job that is being carrying out and inspite of all available resources he is not performing well then he should be called upon the Team Leader for the counselling at first and then if there is no improvement in his result then immediately report to HR, they can further do TM2 assesment and can reccomend for his service continuation or termination rather keeping in the department affecting others people work ethics, behaviours attitude and productivity loss for the company.