Introduction:
Welcome to part four of our successful performance review meetings series. This week’s focus returns to providing guidance to managers in this space.
An employee’s substandard performance impacts the workplace in many ways. These might include their work quality; colleagues’ work quality; and the employer’s reputation. Personally, and employee’s substandard performance can result in a lower salary and their resulting lifestyle. This is why, as a manager, you should address an employee’s substandard performance quickly.
So, follow the steps shared here today to effectively address employee’s substandard performance.
Objective Performance Assessment Steps:
The steps to an effective assessment include: 1) Partnering with Human Resources; 2) Determining when the substandard performance began; 3) Communicating with the employee; 4) Allowing an adjustment period when the employee’s duties change; 5) Maintaining current work process documentation; 6) Providing resources; 7) Providing Mentorship; 8) Assessing colleagues’ impact; 9) Eliminating process bottle-necks; 10) Taking corrective action steps; and 11) Implementing a Performance Improvement Plan (PIP).
INVOLVE HUMAN RESOURCES:
First, always partner with your Human Resources Department to assess employee performance concerns appropriately.
THE START OF THE SUBSTANDARD PERFORMANCE:
Second, understand that, as the employee’s manager, you should notice the employee’s substandard performance before anyone else. Implement regular one-on-one meetings and periodic progress reports to remain aware of their performance.
OPEN LINE OF COMMUNICATION:
Third, implement an open-door policy that allows employees to bring issues to your attention. If not, you are not providing proper support to your team.
EMPLOYEE’S DUTIES CHANGE:
Fourth, the employee’s job duties have changed; therefore, provide the employee with proper training. Subsequently, do not rate their performance in areas where you have not provided proper training.
WORK PROCESSES:
Fifth, ensure that the employee’s work processes are well-documented. Also, ensure that they are current.
AVAILABLE RESOURCES:
Sixth, provide the tools that the employee needs for on-the-job success.
MENTORSHIP:
Seventh, if the employee performs specialized work, identify a mentor for them, inside or outside of the organization. Moreover, consider pay for their membership to a professional organization related to their functional area? This way, they can have informal mentors.
COLLEAGUE’S IMPACT:
Eighth, as you continue your assessment, ensure that coworkers provide what the employee needs from them.
PROCESS BOTTLE-NECKS:
Ninth, remove or eliminate bottlenecks in processes. This will increase efficiencies and hopefully have a positive impact on the employee’s performance.
CORRECTIVE ACTION STEPS TO DATE:
Tenth, once you have assessed all areas, consider any corrective action steps that you have already implemented. Then, determine the next appropriate corrective action step.
PERFORMANCE IMPROVEMENT PLAN (PIP):
Eleventh, if after the full assessment and a 30 – 60 day adjustment period, determine if the employee’s performance has improved. If not, determine if the employee is salvageable. If so, a Performance Improvement Plan (PIP) may be in order. We’ll provide more detail on PIPs next week.
Conclusion:
So, in conclusion, as you see here, you, the manager should consider many facts and ensure that you remove all obstacles to employees’ successful performance. Moreover, you must also commit to making necessary adjustments to support successful employee performance.
If you have to subsequently make the difficult decision to discipline or discharge the employee, your assessment process will be well-documented.
Hopefully, you’ve found this information helpful. Wherever you’re watching, subscribe, scroll down, leave me a comment, or ask me your very own performance management question. I may feature it in one of my future pieces.
Until next time, here’s to everyone’s successful on-the-job performance.
