Question

Hi, could you briefly respond to the questions below and provide an explanation of your response so I can understand please

Question 1

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.

Their underperformance has been noted and I need to describe the necessary action I could take in two instances to get them back on track

Instance 1

Instance 2

Question 2

TM3 has been employed as Documentation and logistics staff and has just finished school, looks lost in their new role, misplacesfiles, send s them and other documents to the wrong person. Has an inability to understand task assignment, is forgetful, misses key points on tool inspections and when working in the filed. They have failed to reach their KPIs, RPCs etc

Their underperformance has been noted and I need to describe the necessary action I could take in two instances to get them back on track

Instance 1

Instance 2

Answer 1

Question 1

Instance 1: In the first instance, it is important to provide training to the new transferee for his work. Since this is new work, some amount of leeway is justified in terms of slow work and efficiency. You can talk with his previous regarding the ways to motivate them and what are their strengths and weaknesses. feedback must be given and their views must be sought. issues must be discussed at this stage.

Instance 2: Instance 2 requires a soft warning since timekeeping and being late on deliverables is completely in the hands of the subordinate. The message should be sent out that this will not be acceptable in future if such behavior continues. An official reprimand will be needed.

Question 2.

Instance 1: Again, in this case, initial training might be required for the person and this should be provided. One can assign a mentor to the employee who will monitor the new person during his job.

Instance 2: If the person does not understand job assignments and is forgetful, then his skills might be suitable for this type of work. It would better to let him go or shift him to another department where the job matches his skills.