Some performance issues are created by the organization management. But, the same people goes ahead to investigate what might be making an employee performance to decline. Do you think the causes the management will get after investigation will be true? Forget about it.
Frustrations with promotion can cause employee performance to decline. But, who brings this frustration? Is it not the management or the HRM department? I was once frustrated with promotion. I had all the papers that were required, my performance was the best, among all the promotion applicants I was the longest serving employee, my manager was aware I needed a promotion, and my interaction with my colleagues was good. But, a position that I deserved was given to an employee who was an average performer. Being a friend of management made him to get that position, despite being in the organization for only two years (Beeson, 2009). Being denied promotion made me to decide to be an average performer. I stopped putting more effort in my job.
The second thing is that the management fails to offer motivation (Thomas, 2018). This translates to a decline in performance. Think of an organization that does not pay employees according to performance or does not reward exemplary performance. Such an environment will make the best employees performance to decline. Who can put extra effort where all employees are treated equally? If poor performance is an issue, then good performance should also be an issue. It should be penalties versus rewards (Marr, 2015). Better performance should be accompanied by better pay and other benefits.
Frustrations with promotion can cause employee performance to decline. But, who brings this frustration? Is it not the management or the HRM department? I was once frustrated with promotion. I had all the papers that were required, my performance was the best, among all the promotion applicants I was the longest serving employee, my manager was aware I needed a promotion, and my interaction with my colleagues was good. But, a position that I deserved was given to an employee who was an average performer. Being a friend of management made him to get that position, despite being in the organization for only two years (Beeson, 2009). Being denied promotion made me to decide to be an average performer. I stopped putting more effort in my job.
The second thing is that the management fails to offer motivation (Thomas, 2018). This translates to a decline in performance. Think of an organization that does not pay employees according to performance or does not reward exemplary performance. Such an environment will make the best employees performance to decline. Who can put extra effort where all employees are treated equally? If poor performance is an issue, then good performance should also be an issue. It should be penalties versus rewards (Marr, 2015). Better performance should be accompanied by better pay and other benefits.
