Key Actions for Managing Performance Issues Brooktrout 2001

Purpose How many of you have dealt with a performance issue before? Review the key actions for handling performance issues effectively

Why do I get a knot in my stomach? Things feel out of control Afraid of the employee’s reaction Afraid of confrontation Eats away at you Where have I gone wrong? Bringing it home

When is there a problem? Poor attitude Agitated Quality issues Attendance Relationships with others suffering Cultural fit issues arising

When is there a problem? “Not my job” Doesn’t meet deadlines Computer games/surfing Avoids contact with you Long lunches Becomes defensive

Key Actions/Supervisor’s Responsibilities 1. Involve HR 2. Outline 3. Meeting With the Employee 4. Written Follow-up 5. Circle Back with HR

1. Involve HR Why involve HR? Sort through the problem (feedback vs. performance plan) Develop a plan of action Ignoring the problem will not make it go away

The Outline 1. Identify specific performance issues 2. Provide examples 3. Be specific on what needs improvement 4. Discuss ways performance can be improved (give examples) 5. Identify tools/advice/assistance 6. Consequences 7. Set a follow-up date

Employee Meeting Tips Approach- making things better Maintain self-confidence and self-esteem Focus on the situation, issue or behavior An opportunity to respond Don’t get side tracked Put yourself in the employee’s shoes

Sample Written Record Short description of the items discussed Employee’s comments Future expectations Assistance and guidance Future steps Acknowledgement Run this by HR before presenting to employee

PRACTICE CASE 1. Identify the specific performance issue(s) 2. Provide examples (feel free to embellish) 3. Specifically, what needs to improve? 4. Considering 1 – 3 above, how would you verbally communicate these points to Joe?

In Summary… 5 KEY ACTIONS Outline Involve HR Meet with the Employee Circle back With HR Follow up in Writing