When we find a client struggling through corrective action, we show them the process to manage performance effectively so that they can make better decisions about performance management outcomes.
- If they have not done so, we facilitate a discussion of what is expected of the role, both in terms of job duties and expected behaviors. This often helps the client focus on the specific performance issues.
- Scan their employee handbook and policies and procedures. Often overlooked, the descriptions of what is acceptable and what is not may be found here. This helps develop a plan to manage performance and hold people accountable.
- Uncover exactly what the performance issues are. Are they related to failing to meet key performance indicators, sales or production goals? Are they violating company policies? Do they behave in ways that are not appropriate for their role?
Once the client has defined the issue, we then assist with preparing corrective action tools that can be used in
coaching,
corrective action, or if necessary,
termination, to ensure the process is firm, fair, and consistent.
Managing poor performance is a challenge. It’s often not pleasant, but if you can save a poor performer by learning to address performance issues clearly and thoughtfully when they arise, you’ll strengthen your business. While it may ultimately require the most drastic action such as termination of employment, in most cases effective performance management leads to performance improvement, which saves time and money on recruitment, training, and maintaining employee morale and productivity.
Do you have questions about
effective performance review systems? If you need assistance with this or other
human resource needs,
contact us and check out our
blog for more helpful resources.
