The low performers have the unique know how. They have the know how of surviving the recession untouched. The managers have to take all the courage to clearly identify the low performers and to make them leave the organization for the better organizational life.
Each organization has its Wally. Each organization keeps some employees, who do not contribute, the organization recognizes their useless skills and competencies, but the organization is not able to solve their job.
The top performers are the best source of the inspiration for the rest of employees. The low performers are the source of the frustration. When the employees see the example of the successful survival in the organization, they can lose their motivation to reach higher goals in the organization.
The low performers should the first employees on the list of the employees to leave the organization. The employees take the recession as the chance for the organization to solve the issue of the low performers. In reality, the low performers are usually well prepared for the recession and they know how to make their life again easier.
The HRM Function should strongly advice the managers to solve the low performers in the first wave as the other employees will see this as a pretty fair solution for all.
