Difference Between High Performance And Performance

WHAT IS THE DIFFERENCE BETWEEN HIGH PERFORMERS AND LOW PERFORMERS?

Employees are the greatest assets to any given company, I would imagine that the managers and business owners would like nothing else but to attract and maintain the best performers as their employees to deliver good quality product and services to their consumers.

That being said there are 3 categories of performance at any work place and they include;

• High performers

• Middle/medium performers

• Low performers

For the sake of this research I am going to focus on two of the extremes in order to understand their differences.

By definition according to Bersin, a high performer in any organization is an employee who is a key contributor and demonstrates high performance, may

They mostly end up leading the teams in order to attain the desired objective.

Cool under pressure- high performing employees usually are more confident compared to the low performing ones, thus they can analyze situations and solve problems calmly and with a lot of ease.

Good communicators- good communication is essential for high performing employees. They usually have got good communication skills for listening, understanding and voicing out their ideas out loud for effective results.

Now, when dealing with low performing employees, it is important to note that different people perform differently, low performing employees are in complete contrast to the high performing ones, this is because they mostly produce more frustrations than progress and are also full of dysfunctions.

They are usually small in number but can have a strong negative impact on the team by decreasing morale and limit the potential of the entire team.

Characteristic of low performing employees include;

Freeloading- they hardly ever contribute anything to the group but they benefit from their

During these methods and procedures, certain expectations are to be laid down for them to make them understand the gravity of the situation and the repercussions of not meeting them should also be dire.

3. Have individual meetings with each team member

It is important to deal with all team members on an individual basis on the entire team, irrespective of their performance. The manager should announce the day of the meeting and to put out a clear agenda so as to cause any misrepresentation or spread misleading rumors that would otherwise stigmatize the low performing team members.

At this stage the manager should be able to know what category each team member is in regard to their individual performance.

That being said though he/she should not overly use words such as “you are one of my high performers” or “you are one of the least performing employees that we have in this company”. Rather, he/she should be polite enough with them as he tries to motivate them to work harder and step up their game knowing that they will be rewarded if they