Performance Problems
In this section, you’ll find tools to help you address performance issues, including terminating employees who aren’t meeting the high bar you need.
Four Steps for Addressing Performance Problems
What do you do when someone isn’t performing well—they’re 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.
Addressing Performance Problems Case Study
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.
Performance Improvement Plan Toolkit
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’re 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.
Frequently Asked Questions About Performance Problems
在警告他们之后，你应该给他们多长时间来改进?当有人没有达到预期，但我又不知道他们搞砸了什么具体的事情时，我该怎么办?下面是一些我们经常听到的关于性能问题的问题。
How to Approach Tricky Performance Improvement Plans
Here are some tricky performance scenarios our clients have encountered, and suggestions for designing a responsive performance improvement plan.
Sample Progressive Discipline Policy
Progressive discipline consists of a brief series of increasingly serious warnings, culminating in dismissal if an employee fails to improve sufficiently – and lets your staff know that they won’t be fired without first knowing about your concerns.
Informal Performance Warning – Sample Script
Here’s an example of what an initial, informal warning conversation might sound like with an employee who’s struggling.
Formal Performance Warning – Sample
如果纠正性的反馈和支持并没有改善员工的表现，那么下一步通常是更正式的警告，明确地告诉员工他们的工作有危险。下面是一个正式的书面表现警告的例子。
Coaching Out – Sample Script
A coaching-out conversation is aimed at convincing an employee that continued tenure in the role doesn’t make sense and agreeing on a smooth transition plan.
Firing – Sample Script
经理们通常很难找到合适的词语来解雇一名员工，所以这里有一个示例脚本。
Sample Performance Evaluation Form – Corrective Assessment
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
Common Choice Points
以下是一些最常见的选择点，或关键的决策机会，经理面临的可能有公平和包容性的影响。
Perspective-Taking for Stronger Relationships
The more self-awareness and authentic consideration of others we cultivate, the better equipped we are to build and get better results, especially during moments of conflict, tension, and frustration. One key way to do this is through perspective-taking.
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