Checklist: 6 Questions that must be answered at a poor performance hearing
Is a performance standard in place?
Was the employee aware of it?
Is there proof of a failure to meet the standard?
Is the under-performance serious?
Have you given the employee proper evaluation, instruction, training, counselling, guidance and a reasonable period for improvement?
Step #1: Tell him what his job is – the job description
This is the first step in the employment and performance management
process. You must discuss everything about his job.
Step #2: Give him the tools and training he needs
Ensure he goes on your orientation training program. Where you don't have a formal one, assign him to a person who's competent in the processes and systems. Or let him spend time with you to learn.
Step #3: Give him the opportunity to perform
After you give him his job description, explain all aspects of it to him, and give him the necessary training. He's now ready to do the job. He'll then gain experience in the job over time. You need to monitor him as much as possible.
Keep reading for the next 3 steps…
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Step #4: Follow a proper appraisal process
If all key areas and tasks have standards of performance you've clearly communicated to the employee, then performance evaluation isn't difficult. Employees like to know what their bosses think of their performance.
Step #5: Keep written records
You must minute the results of the appraisal. Sign it and get your employee to sign it too.
This is important, because if you transfer or leave the company, your replacement can refer to the previous minutes. This will ensure continuity of the performance management
Step #6: Reward employees appropriately
'What's in it for me?' is the bottom line for most employees. The ultimate goal of performance management's to reward good performance. You employ people to do outstanding work, to achieve 110% of the results you require. This creates a culture of quality. If the evaluation's poor, then you must tell the employee his performance is inadequate. You must never reward poor performance!
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