Loading...
Holding Conversations regarding Performance Concerns
The situation is where you start. You learn by dealing with real-life work situations. Provide a short description of the situation for the learners to work on. Along the way, you will impact results.
Sitches are situations, jams, issues, errors, gaps, troubles, stoppages and many others to fix and solve. They are also opportunities to improve, grow, expand, and introduce better, faster and cheaper ways to get the desired results.
What's the biggest challenge?
How to conduct conversations with regarding performance concerns that is:
(1) Supporting, motivating, focused on helping the employee succeed
(2) Clearly communicates employee accountability for the required behavioral change(s)
(3) Clearly outlines potential consequences if change does not occur (corrective actions up to and including termination)
(4) Documents the conversation in a way that can legally support any needed corrective action that might be required later in the process
We have managers who hold initial conversations and address performance issues but do not document and then later after they feel they have given their employee ample opportunity for change, they want to take corrective action. We cannot take action because there is no paper trail showing expectations where clarified and coaching and opportunity for change provided. The problem is that managers hesitate to officially document the initial conversations as they wanted those conversations to be positive and felt official documentation seemed negative (they did not know how to hold the conversation).. they wanted to give the employee a chance to "change first".
