Effective management model and solving employees’ poor performance problem

Management of poor performers is a big management challenge in today world. Solving this problem can improve the effectiveness of the management system. Organizations as a Sociotechnical system has been studied and human has an important role in this system. Human resources are the main capital of organizations and create competitive advantage for them. Ineffective management of poor performers could result in spreading poor performance in other employees and therefore reduction of organizational productivity. Previous experiences in organizations show that poor performers could be changed to pioneers in the firm. So, it is necessary to achieve a good model for managing poor performers in any organization especially those with huge number of employees. This research by the descriptive-analytical approach has been conducted using thematic analysis. Data were gathered through semi structured interview with 20 managers in department of management development and resource planning of TUMS. Data analysis result in a new managerial model for effective management of poor performers. Results demonstrate that managers has a fundamental role in improving the performance of poor performers according to their method in dealing with them. Also they can improve the effectiveness of their method in all aspects. Results of this research has been proposed in the shape of an effective management model for dealing poor performers. This model has four stages as techniques for managing poor performance including identification of poor performance indicators, clarification of manager expectations and developing commitment, supporting employee to overcome poor performance roots, and using a non-punishment disciplinary approach.