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After conducting phase one [coaching] and phase two [corrective action] of performance management, it is time to move to the third and final stage of performance management: termination. Termination, or discharge, is the process of removing the employee from their position with the company. When all attempts to improve performance have failed, the position will be vacated in order to make room for a new employee who can fulfill the requirements of the position. Both you and your organization can benefit from the termination, in that poor performers may be separated from the company and workplace morale may improve upon separation of the poor performer. Strive for consistency as you progress through the various stages of performance management. Ensure that all concerns discussed in each of the three phases are directly related to the employee’s performance, in relation to company policies and performance expectations established for the position. Any written corrective action should be reviewed with your manager. Terminations should be reviewed by management, which can include Human Resources and your manager. Your management will provide feedback to ensure fairness and consistency, while protecting the liability of the organization. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn, and Twitter.