Time and again it keeps reverting back to square one that we need a stronger performance management system. Lot of thoughts have gone into this topic, discussions have happened and many advancements are also being witnessed. Whilst all these new measurements are making any PMS stronger in identifying the high performers in the right way and, hence, to an extent also helps us to identify the non-performers, it hardly suggests a way forward to deal with the non-performers post this cycle.
There can be a fair debate around the previous statement that I had made that there are many methods to put these non-performers back on track. I do agree with it too, but my humble submission would be most of them stay in the conceptual stage. After the performance review is done, we are busy on finalizing the rewarding measures for the high performers and some nominal incentives for the average performers. We assume that we penalize non-performers by not rewarding them and just letting them be where they are. Now, this is where the actual problem lies. I am really not sure how many of us as managers, supervisors in our roles and also as HR professionals actually tell these non-performers why they have been pushed into that bracket.

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http://www.coolavenues.com/know/hr/dinesh-politics-1.php

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http://www.coolavenues.com/know/hr/mdinesh-politics-1.php