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GROUP NUMBER 10 SECTION: B

C-PERFORMERS
Group Members:
Ritesh Popat 16DCP-092
Shubham Jain 16DCP-110
Bhargav Kamlesh 16DCP-118
Shashank Jha 16DCP-107
Hitesh Yadav 16DCP-081
Ashwin Singh 16DCP-124
QUESTION ????

What can companies do with C performers?


Performers are Categorized as Follows
Companies have a formal performance measurement process. Following are the
categories in which employees are categorized.

A- Players are the high achieving stars

B- Players are the solid, Good Enough Middle Team

C- players are Very Limited Bottom End


Types of C- Performers

Solid C- Player Problem C-Players Toxic C- Player


Solid C-Players
Some C-Players are very good at very little but this players need constant
push from Higher Authoritys.
To manage This C-Player Individual needs to convey What is needed to be
done and Constantly keeping an eye on them.
C- Players needs occasional Push rest they do basic job as long you care to
employ them.
The C-players do not seek for Glory, High Rewards, Promotion etc.

The C-player Desire is to have basic job and Average pay which satisfies
their needs.
Problem C-Player
There Are 3 types of Problem :

Motivation Problem: Example It occurs when C-players find work Boring

Performance problem: It may occur where simply they do not have skills to do their Jobs

Personal problem: It can happen both at work and out side


Following Are the Options to manage
First draw attention to the issue in a formal setting casual requests to improve.
If they have personal problems, carefully probe to find the facts

Get input also from others, in a 360-degree process that gets honest and fair
feedback.
Give them specific and realistic goals to achieve, within a specific timescale.
Then review their performance on the date agreed at the first meeting.
Finally, if other methods are unsuccessful manage their exit. for example
giving two written warnings and a final warning.
Toxic C-player
Some C-players are not only
problematic, they are positively Managing toxic players:
damaging, harming relationships and For senior managers, it may be better to get
the overall business. professional help from a qualified executive
coach or psychoanalyst.
Toxic C-players often have some kind of
psychological condition, If they are deeply toxic with no realistic
including narcissism and psychopathy, chance of treatment then the best is usually to
such that they lack empathy and just do
plan either for their exit or some form of
not care about others.
containment, for example by appointing a
Example : Taking credit where it is not more tactful COO to work with a toxic CEO.
due, Blaming others for your errors,
Blocking advancement of good people
The No-C-player strategy

One strategy that some companies take is simply to eliminate C-players. In an 'up
or out' culture, if you are not promoted within a year or two of being in a post, then
you are on your way out of the company.

Such strategies must, of course, be legal, and suit some industries more than
others, for example where long experience is less important than raw intelligence
and hard work, and where a ready supply of new applicants is available.