Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the leader’s ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used.
Periodically an employee may become disconnected from the outcome (goals), or processes and this situation must be quickly assessed, and action taken.
To wait, defer or “hope” it will get better is not an option as both the organization performance and impact on co-workers starts to take hold and can have compounding negative impact. Addressing both technical ability and behavioural issues must be done expediently and with proper alignment to policy along with regulatory boundaries for such action.
The risk is real for doing it wrong, lawsuits and negative public relations, are two of the areas of concern. Having a leadership team that is well advised and consistently applying best practices and approaches to performance management is critical to long term success.
• "Terminations expose the employer to significant risk of wrongful discharge; good preparation is your best defence."
• "Most employers are either too eager to fire or to slow to terminate Our goal is to get it right."
• "Terminations may be a business decision but it never seems that way to the employee being terminated."
In spite of good hiring and inspired leadership, all supervisors ultimately must deal with someone with Toxic Attitude Syndrome. Whether it's crummy attitude, attendance, or just unable to do good work; employee performance issues often consume large amounts of time, energy, and emotion. In fact, 57% of employees have witnessed abusive or intimidating behavior and probably 100% work with someone who isn't pulling their weight.
Senior consultant for RPVerchota & Associates