| Author | Message | ||
Maverick Legend Username: Maverick Post Number: 61140 Registered: 01-2008 Posted From: 108.171.129.188 Rating: N/A |
hw is the baby doing? Happy Vizag | ||
Itzpetergriffin Junior Artist Username: Itzpetergriffin Post Number: 985 Registered: 04-2012 Posted From: 63.241.111.230 Rating: N/A |
Thanks for all your inputs. HR is involved and was asked to layout a detailed plan around SMART deliverables. Already seeing lot of negative energy spent... | ||
Rasputin Megastar Username: Rasputin Post Number: 20198 Registered: 02-2008 Posted From: 98.24.88.92 Rating: N/A |
inkaa Cary vaipu raaledu brother. Vasthey thappakundaa call chesthaa. Alaaney meeru itu vaipu vasthey oka call kottandi 01/06/2012 - 169.4; 8/1/2013 - 182 | ||
Jp_rocks Hero Username: Jp_rocks Post Number: 17019 Registered: 06-2009 Posted From: 167.83.210.27 Rating: N/A |
are you serious? | ||
Nakhral Junior Artist Username: Nakhral Post Number: 106 Registered: 11-2012 Posted From: 69.47.29.235 Rating: N/A |
I am glad did not work with you. Such a cunning plan and no honesty from you. | ||
Redsox2009 Junior Artist Username: Redsox2009 Post Number: 119 Registered: 05-2014 Posted From: 173.48.212.205 Rating: N/A |
GIve him SMART Plan. Specific, Measurable, Actionable,Recordable and timely. Example. Tell him how he will fix when an issue arrives. Then ask him to document in x days. It is specific to issue, measurable, he take action, kind of recordable on his performance and x no of days. Set atleast 10 actionable items. If he misses one or two, then it is upto you. If he misses 7/8 then you can take action on him in 30 days. | ||
Andhrawala Legend Username: Andhrawala Post Number: 51584 Registered: 03-2008 Posted From: 98.122.144.155 Rating: N/A |
How are u buddy?? Cary vacchevaa inkaa raaledhaaa?? call oncee No Signature | ||
Rasputin Megastar Username: Rasputin Post Number: 20197 Registered: 02-2008 Posted From: 98.24.88.92 Rating: N/A |
Btw, KY lo oka sari 2012 lo bhaaree layoffs knob jariginappudu cops were on our company campus for 2 to 3 days. 01/06/2012 - 169.4; 8/1/2013 - 182 | ||
Rasputin Megastar Username: Rasputin Post Number: 20195 Registered: 02-2008 Posted From: 98.24.88.92 Rating: N/A |
one of my interim managers ki idey bhayam undedi. Oka sari maa team lo kondarini gun range ki teesukuvelthey, I shot extremely well and showed that to the manager and said I was picturing your face in the bulls-eye ani. Mingaleka kakkaleka waited until a new manager was hired and indirectly told me to leave, stating they don't have any other clients for me to work with. 01/06/2012 - 169.4; 8/1/2013 - 182 | ||
Bushu Hero Username: Bushu Post Number: 12219 Registered: 04-2009 Posted From: 96.237.166.145 Rating: N/A |
ask your HR the exact same questions. Let them drive the process; it will take a while and will be painful but you should come across as someone who is just following protocol not someone who masterminded this. also involve your peers and your boss; should come across as a collective decision. nee chethiki matti antakunda chesko. | ||
Anand_n Hero Username: Anand_n Post Number: 17233 Registered: 02-2008 Posted From: 72.179.185.115 Rating: |
Work with your HR to define a Performance improvement plan per company rules ... Talk to your peer managers on how they handled such cases .. Clear goals and deliverables, check points define cheyyali, you have to document every relevant conversation, and results, peer feedback on performance etc., be very careful what you say and how you communicate the same , again HR is your lifeline on what to say, badically HR will become your best friend by the time you are done ... The foolish man seeks happiness in the distance; the wise grows it under his feet : James Oppenheim | ||
Vasu Hero Username: Vasu Post Number: 11248 Registered: 10-2014 Posted From: 71.168.146.18 Rating: N/A |
ni enks leni bhayalu create chestunnavu ga | ||
Legend Username: Twitter Post Number: 45610 Registered: 10-2009 Posted From: 98.26.64.91 Rating: N/A |
If possible don't fire him. .try to move him to other role or team | ||
Saarang Hero Username: Saarang Post Number: 12586 Registered: 06-2012 Posted From: 206.29.180.76 Rating: N/A |
Best option is helping him to move into another role. Adhi kudarakapothe HR ni pattukuni state/company protocol follow avvali...too much negative energy will be wasted from everyone. | ||
Emc2 Legend Username: Emc2 Post Number: 48906 Registered: 03-2008 Posted From: 71.127.33.203 Rating: N/A |
Jagratta tharavatha vadu gun tho kalchi denkthadu | ||
Moviebuff001 Comedian Username: Moviebuff001 Post Number: 1214 Registered: 06-2013 Posted From: 208.92.228.62 Rating: N/A |
Honest and upfront undali. You may want to involve HR in the first meeting too. Give SMART goals and make him accountable. Weekly meetings for updates are mandatory. | ||
Itzpetergriffin Junior Artist Username: Itzpetergriffin Post Number: 984 Registered: 04-2012 Posted From: 63.241.111.230 Rating: N/A |
Mastarlu, oka klista paristhithi work place lo...oka thellodni lepala due to performance issues...gatha couple of yrs ga his performance was bad in other teams he worked for, but vaadi atu itu thiriguthu, re-org valla naa team lo paddadu...nenu time and effort petti motivate cheyataniki prayathninchi giving up...so ippudu oka 30-60-90 plan vesi lepalani set chesthunna... Now my question is: what kind of measurable deliverables would you suggest (or worked for you) in tracking person's performance like (Production support tickets/Project implementation oriented deliverables/facilitating customer facing meetings etc) I know this is a very subjective topic where advising is tough but wanted to pick your brains and leverage your experience, if any, in such situations...would appreciate if you can let me know what worked and what didn't in your case... |
