CONTENT
What is poor performance What are the reasons Categorization of performers ECONO way of Response Case study
WHAT IS POOR PERFORMANCE
• It doesn’t always mean someone is not working
• It means the gap of output of what employer is expecting and what employee is delivering
REASONS OF POOR PERFORMANCE
Incompetency – Can’t do Ill health- Illness preventing performing job Misbehaviour- Won’t do
Behaviour
Competency
High Low
Low
High
Get behind the safety net
Be PatientBe encouraging
Utilise the USP
CATEGORIZATION OF PERFORMERS
Act Quickly Don’t get personal Get second thought but not rumours Identify the issue Behaviour vs Competency Talk it through Give / Receive feedback Express Do’s and Don’ts Take help from HR or experts
E-Express
Make it formal Give at least 48 hours notice Allow support person Document the discussion Criticise the action or behaviour not the person Be precise on the expectations Inform the consequence Close the discussion with positive note
C-Counsel
Conduct PIP discussion Follow up the PIP execution Fast track execution Monitor the improvement Provide feedback on development
O-Opportunity
Serve formal Warning or Show cause letter First Warning and Second or final Warning Be precise on the allegations Provide adequate time to improve or response Be realistic and non discriminatory Inform consequences
N- Notice
Provide formal letter Provide reasons Provide Notice period Provide all support for relocations Focus on the task not the person Ensure all final payments are made Allow resignation option
O- Ousted
CASE STUDY
I do my job but not on the time my supervisor expects I don’t know how people complete so much tasks in such short
period My supervisor doesn’t know anything, he just like to order, I
am not going to do it I do all tasks on time with quality but my supervisor doesn't
notice
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