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“Work Performance”


By Mickko Mendoza, HR Officer

Corporate HR

We are at the start of the year. We start with new goals and expectations. We aim for new achievements and milestones. But in order for us to attain these, a clear performance management plan must be created.


The management has the right to prescribe reasonable work standards, rules, and regulations necessary for the conduct of its business, as well as provide certain disciplinary measures in order to implement and assure that the same would be complied with. Hence, key performance metrics, which measure the effectiveness and efficiency of an employee, must be laid out and discussed prior. This will properly and reasonably assess the overall work performance of an employee covering the quality and quantity of work, job knowledge, working relationships, and accomplishments.


But what if an employee consistently fails to meet the reasonable company-imposed performance targets?

In Telephilippines, Inc. vs. Ferrando H. Jacolbe, G.R. No. 233999, 18 February 2019, the Court held that the employee's repeated and consistent failure to meet the prescribed Average Handling Time (AHT) mark over a prolonged period of time falls squarely under the concept of gross inefficiency, and is analogous to gross and habitual neglect of duty under Article 297 of the Labor Code, which ultimately justified his dismissal. “Gross inefficiency” is closely related to "gross neglect", for both involve specific acts of omission on the part of the employee resulting in damage to the employer or to its business. Inefficiency is understood to mean failure to attain work goals or work quotas, either by failing to complete the same within the allotted reasonable period, or by producing unsatisfactory results. Further, it must be emphasized that the employee was given an opportunity and assistance twice, through Performance Improvement Plan (PIP), to help him improve his scores. However, the employee still failed to meet the prescribed mark.

While security of tenure is indeed constitutionally guaranteed, this should not be indiscriminately invoked to deprive an employer of its management prerogatives and right to shield itself from incompetence, inefficiency, and disobedience displayed by its employees.


At the outset, communication of performance management should be clear. The immediate superior needs to discuss to its direct reports the company objectives and standards. Check and align their willingness to work toward the assigned goals, ability to complete work assignments, eagerness to learn new tasks or skills, and capability to exercise good judgment.


With this, we can boost each other’s work performance and productivity. Eliminate low morale and prevent detrimental effects on the business and focus on achieving our collective, ambitious goals.

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