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Transcript

Decreased Job Satisfaction

Increased legal risk

Drain on Resources

High Turnover

Impact on Quality

Increased Costs

Lower Morale

Reduced Productivity

Consequences of Under Performance

Underperforming can lead to stress, low morale, and a lack of job satisfaction as the employee struggles to meet expectations.

If the management of poor performance results in termination by way of dismissal or resignation, there will be associated legal risks.

Managers and colleagues may need to spend extra time and resources supporting or correcting the underperformer’s work, diverting attention from other important tasks.

Persistent underperformance can lead to higher turnover rates, as both the underperforming employees and their frustrated colleagues seek employment elsewhere.

Underperformance can lead to poor-quality work and mistakes which can harm reputation and customer satisfaction.

Organisations may incur additional costs from mistakes, missed deadlines, and the need for additional supervision or retraining of underperforming employees.

When some employees underperform, it can demotivate and frustrate their colleagues, leading to a decline in overall team morale.

Underperforming employees contribute less to the organisation’s overall output as productivity and results are affected. This can hinder progress and efficiency.

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