The 'No Excuses!' Guide to Performance Management
covers everything you need to know to correctly manage a poor performer and gives you the tools you need to legally dismiss
them if you have to. You'll get vital information like…
The key ingredients of a problem-solving approach to poor performance
1. Explain/confirm the problem with the employee. You can do this by using the P.E.E approach:
P: Explain the problem to the employee (in which aspects his performance is unacceptable);
E: Confirm your expectations;and
E: Explain what effect the employee's under performance has on the business and the team.
2. Identify the underlying causes of the problem through discussions with your employee. Make use of active listening techniques during these discussions, i.e. ask questions and make sure you really understand what the employee is trying to tell you, and why he feels his performance has been below standard.
3. 'Brainstorm', together with the employee, as many solutions to the problem as possible without discussing or criticising them, no matter how viable or unreasonable a proposal might seem. Think 'out of the box'.
4. Afterwards, start evaluating the proposed solutions on the basis of their feasibility, practicality and affordability. If you can't implement some of the employee's proposals, explain why. Don't simply ignore his proposals.
5. Put a detailed plan of action in place. This plan will be your tool to manage the problems.
These tools will help ensure your poor performer has no reason not to improve. They'll also help you prove you tried to help him if you need to take disciplinary action.