Address Poor Performance

Key Points

  • An employer should resist the temptation to avoid addressing poor performance. Rather, employee performance should be appraised honestly using factual determinations and avoiding potential "grade inflation" and negligent retention concerns. The root of the performance problem should be investigated: is it lack of training? Are there organizational hurdles impeding better performance? Does the employee understand supervisor expectations?
  • An employer should: a) develop a performance improvement plan (or an action plan, depending on employer preference), b) set clear goals and deadlines for those goals to be met, c) participate in this process and d) follow up with employees and ensure plan deadlines are met.

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