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9 Examples of a Performance Issue

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A performance issue is a failure to meet the basic requirements of a job. They are based on reasonable expectations of behavior and results as defined by a job description, performance objectives, policy and a firm's organizational culture. The following are illustrative examples of performance issues.

Executive Management

A chief financial officer who fails to inform investors and a firm's board of directors of upcoming liquidity risks as debt payments can't be covered by cash positions.


A manager who fails to follow processes such as submitting a team budget in a timely fashion.

Customer Service

A customer service representative who regularly demonstrates an unfriendly and unhelpful attitude towards customers. Identifying such performance issues may require qualitative evaluations by a supervisor and may be measurable as customer satisfaction ratings.


A software developer who ignores emails and skips meetings to the extent that it creates project issues.


A trader at a bank who violates financial regulations.

Values & Ethics

An employee who makes comments at work that are hateful towards a race, color, gender, religion, national origin, sexual orientation, disability or other traits.


An aircraft maintenance engineer who fails to follow maintenance procedures in order to save time.


A salesperson who expresses anger towards a customer.


In many cases, performance issues are linked to a general lack of productivity. Some firms have a performance culture whereby individuals are expected to get much done in a quarter. At such firms, employees are expected to push through problems and accomplish something meaningful to the business regularly.
Overview: Performance Issue
A failure to meet the basic requirements of a job.
Related Concepts

Human Resources

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Balanced Scorecard
Bench Strength
Bozo Explosion
Career Planning
Compliance Risk
Competency Models
Corporate Culture
Culture Fit
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Employee Behavior
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Employee Benefits
Employee Costs
Employee Data
Employee Development
Employee Engagement
Employee Relations
Employee Retention
Employee Satisfaction
Employer Branding
Employee Expectations
Hire To Retire
Employee Experience
Human Capital
Employee Motivation
Job Depth
Key Employees
Exit Interview
People Operations
Formal Communication
Performance Metrics
Full-Time Equivalent
Goal Setting
Succession Planning
Talent Management
Time Off
Internal Branding
Work Performance
Internal Communication
Work Schedule
Job Levels
Working Conditions
Job Orientation
Workplace Issues
Knowledge Capital
Workplace Privacy
Mission Statements
Org Structure
Improvement Plan
Performance Mng
Performance Objectives
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