Note It is recommended that you save your response as you co

Note: It is recommended that you save your response as you complete each question Questions uestions saved Question 1 (50 points) Unlike some of your competitors, your company lacks a formal onboarding process for nevw employees. As a matter of fact, you still recall the advice your supervisor gave you on your first day all those years ago: \"Keep me informed and keep me out of trouble. Go get \'em. That was the extent of your orientation and. when you look back over your career, you are surprised that you survived as long as you did with the mistakes you made. You have recently been promoted and will be responsible for hiring and supervising numerous people. One of your subordinates, who has been with the organization only a few months, continues to make errors in the performance of his duties. The information you received is that he is not a bad person and no one believes that he is intentionally trying to undermine the efforts of the organization and his fellow co-workers.T end 8 Saved Response Unsaved Response info ltem . What do you suspect may be the underlying problem? . What is your plan for identifying the underlying problem? ·If the problem is indeed related to the fact the employee was never p trained for his position, what would be your plan to fix the problem and help that employee be successful? roperly oriented to or .What would be your plan for conducting follow-up on your plan to coach and remediate the employee? What steps would you take if the employee continues to make crucial errors despite efforts to help him? Quiz Started 804 AM

Solution

1. When it comes to poor performance of a good employee, there can be various reasons at play. for ex: stress, ego issues, lack of proper leadership, no clarity on roll, poor team members, anything.

2. To understand the core problem, as a supervisor, I would begin by personally talking to the employee and try to uderstand the underlying cause of the issue at hand. An interpersonal relationship between the head and subordinate is a very crucial first step towards honing the raw skills of such employees.

3. If it does turnout that the underlying cause of the poor employee performance is indeed the lack of proper orientation, As a supervisor, I will mentor the employee to retain the knowledge and learn how to improve the performance on the job. I will patiently familiarize him with the processes of the department and will give some space him to commit mistakes while learning where I will also make sure to trainhim how not to make the same mistake twice, for his better growth.

4. I would rather opt for an on the job training for the employee along with assigning him a mentor with whom he can work and learn and improve his skills. By doing so, the employee will be monitored for his work all the time and guided as and when needed. Until best trained.

5. Despite putting every best effort to help the employee, if he continues to make errors in his work, I would lay off the employee, because employees who make too many mistakes, not only create a frustrating environment for their co-workers but also slow down the business and compromise its safety and security.