Free Delivering Feedback Dissertation Sample

The teams comprise of a number of members working together for a common cause. As these members originate from different backgrounds with a set of characteristics, therefore, they may possess habits, which may be harmful for the team’s performance. Among the many issues, one prominent issue in today’s corporate environment is the lack of performance as expected by the management. Management invests a huge sum of money on various employees, keeping in mind the potential optimal use of each employee (Mind Tool). In case, any employee shows lack of interest, this is a hindrance in the effective performance of the team as well as of the entire organization. There may be many factors behind this issue and may include, lack of training, lack of motivation, poor pay scales and similar factors. It is the duty and the responsibility of the HR department and management to pinpoint such issues and opt for the optimal solution, which may resolve the problem. Having meetings with the problematic employee in order to understand the key issue is the first step in the resolution.
Facing similar condition in the company, being a part of the HR department, I arranged a meeting with the problematic employee John from the production department. Within no time after the discussion stared, I realized how difficult it was to communicate with him. He was hyper and was talking too loudly. This helped me to understand that the problem in his personality was due to some other factor behind his attitude. I asked about his background, education, health and his experience with the company. Soon I came to know that he was suffering from health issues. He told me that he switched various jobs just because of his temperament. I soon referred him to the medical department for his health checkup and psychological treatment and within a short span of time, his performance was improved. This instinct helped me to resolve the issue in no time.

References

Mind Tools, Dealing with Poor Performance. (n.d). Retrieved from http://www.mindtools.com/pages/article/newTMM_80.htm