{"id":10618,"date":"2022-11-18T19:41:04","date_gmt":"2022-11-18T19:41:04","guid":{"rendered":"https:\/\/managementcen1.wpengine.com\/?page_id=10618"},"modified":"2024-10-01T21:21:15","modified_gmt":"2024-10-01T21:21:15","slug":"performance-problems-2","status":"publish","type":"page","link":"https:\/\/www.managementcenter.org\/performance-problems-2\/","title":{"rendered":"Performance Problems"},"content":{"rendered":"\n
In this section, you’ll find tools to help you address performance problems, including tips and scripts for performance improvement plans, coaching out, and letting go.<\/h6>\n\n\n
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Where to Start<\/h2>\n \n \n
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Four Steps for Addressing Performance Problems<\/a><\/h4>\n\n
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What do you do when someone isn\u2019t performing well\u2014they\u2019re not meeting expectations, hitting goals, or demonstrating the must-haves of their role? How much should you invest in performance improvement? When is it time to let someone go? And, how the #@$% do you decide? These four steps will help you navigate the tricky processes of addressing performance problems. <\/p>\n <\/div>\n <\/i>10 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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Informal Performance Warning \u2013 Sample Script<\/a><\/h4>\n\n
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Here\u2019s an example of what an initial, informal warning conversation might sound like with an employee who\u2019s struggling.<\/p>\n <\/div>\n <\/i>7 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n

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Performance Improvement Plan Toolkit<\/a><\/h4>\n\n
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A Performance Improvement Plan (PIP) is a written plan with clear steps to help your staff member get to the expected level of performance for their role. This toolkit includes two resources: 1) a preparation worksheet for managers, which can be helpful whether or not you\u2019re ready for a formal PIP; and 2) a template for a written Performance Improvement Plan you can fill in and share with your staff member.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n\n \n <\/div>\n<\/div>\n\n\n\n

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Additional Resources<\/h3>\n\n\n
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Addressing Performance Problems Case Study<\/a><\/h4>\n\n
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Check out this case study that illustrates the four steps outlined in our article on addressing performance problems: reflect, check in, assess, consider and decide.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Four Steps for Addressing Performance Problems<\/a><\/h4>\n\n
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What do you do when someone isn\u2019t performing well\u2014they\u2019re not meeting expectations, hitting goals, or demonstrating the must-haves of their role? How much should you invest in performance improvement? When is it time to let someone go? And, how the #@$% do you decide? These four steps will help you navigate the tricky processes of addressing performance problems. <\/p>\n <\/div>\n <\/i>10 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Tool \/ Template<\/dd><\/dd>\n <\/dl>\n\n<\/span>\n <\/figure>\n<\/div>\n
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Performance Improvement Plan Toolkit<\/a><\/h4>\n\n
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A Performance Improvement Plan (PIP) is a written plan with clear steps to help your staff member get to the expected level of performance for their role. This toolkit includes two resources: 1) a preparation worksheet for managers, which can be helpful whether or not you\u2019re ready for a formal PIP; and 2) a template for a written Performance Improvement Plan you can fill in and share with your staff member.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Approach Tricky Performance Improvement Plans<\/a><\/h4>\n\n
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Here are some tricky performance scenarios our clients have encountered, and suggestions for designing a responsive performance improvement plan.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Frequently Asked Questions About Performance Problems<\/a><\/h4>\n\n
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How long should you give someone to improve after warning them? What should I do when someone isn\u2019t meeting expectations, but I can\u2019t pinpoint concrete things they messed up either? Here are some questions that we often hear regarding performance problems.<\/p>\n <\/div>\n <\/i>7 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Give Feedback about Defensiveness<\/a><\/h4>\n\n
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Read this article for advice on what to do when a staff member responds to feedback with defensiveness.<\/p>\n <\/div>\n <\/i>4.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Practice Giving Feedback for Evaluations<\/a><\/h4>\n\n
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Giving effective feedback requires practice. This small group activity can help managers practice different types of feedback in preparation for performance evaluations.<\/p>\n <\/div>\n <\/i>3 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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How to Coach a Disorganized Staff Member<\/a><\/h4>\n\n
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Here’s our advice about coaching a disorganized staff member. (Note: you can apply these tips to coaching about other issues too!)<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Two Truths and a Lie About Feedback<\/a><\/h4>\n\n
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Hesitant about giving feedback to staff or coworkers? We address common misconceptions so you can build a feedback culture and strengthen relationships in the process.<\/p>\n <\/div>\n <\/i>2.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Informal Performance Warning \u2013 Sample Script<\/a><\/h4>\n\n
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Here\u2019s an example of what an initial, informal warning conversation might sound like with an employee who\u2019s struggling.<\/p>\n <\/div>\n <\/i>7 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Formal Performance Warning \u2013 Sample<\/a><\/h4>\n\n
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When corrective feedback and support hasn\u2019t led to improved employee performance, a more formal warning that clearly informs the employee that their job is in jeopardy is usually the next step. Here is an example of a formal performance warning in writing.<\/p>\n <\/div>\n <\/i>4 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Performance Evaluation Sample \u2013 Corrective<\/a><\/h4>\n\n
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We know it can help to see samples of this sort of thing, so here\u2019s a sample evaluation of a struggling employee.<\/p>\n <\/div>\n <\/i>9 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Coaching Out \u2013 Sample Script<\/a><\/h4>\n\n
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A coaching-out conversation is aimed at convincing an employee that continued tenure in the role doesn\u2019t make sense and agreeing on a smooth transition plan.<\/p>\n <\/div>\n <\/i>6 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Firing \u2013 Sample Script<\/a><\/h4>\n\n
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Managers often struggle to find the right words to use when letting an employee go, so here\u2019s a sample script.<\/p>\n <\/div>\n <\/i>2 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Sample Progressive Discipline Policy<\/a><\/h4>\n\n
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Progressive discipline consists of a brief series of increasingly serious warnings, culminating in dismissal if an employee fails to improve sufficiently \u2013 and lets your staff know that they won\u2019t be fired without first knowing about your concerns.<\/p>\n <\/div>\n <\/i>1 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Common Choice Points<\/a><\/h4>\n\n
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Here is a list of some of the most common choice points, or key decision-making opportunities,\u00a0managers face that may have equity and inclusion impacts.<\/p>\n <\/div>\n <\/i>3.5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n

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Herramientas para el plan de mejora del rendimiento<\/a><\/h4>\n\n
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Un plan de mejora del rendimiento (PIP) es un plan escrito con pasos claros para ayudar a su personal a alcanzar el nivel de rendimiento esperado para su funci\u00f3n. Este kit de herramientas incluye dos recursos: 1) una hoja de trabajo de preparaci\u00f3n para gerentes, que puede ser \u00fatil tanto si se est\u00e1 preparado para un PIP formal y 2) una plantilla para un Plan de Mejora del Rendimiento por escrito que puede rellenar y compartir con su miembro del personal.<\/p>\n <\/div>\n <\/i>5 min read <\/span>\n <\/div>\n<\/div>\n<\/article>\n <\/div>\n