1. Key Actions for Managing
Performance Issues
Brooktrout 2001

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

3. 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

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

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

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

7. 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

8. 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

9. 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

10. 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

11. 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?

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