Do you suspect one of your employees may have a performance problem?
Either it's because he's not achieving goals, meeting expectations or meeting goals and expectations but in an undesirable way.
Use these five performance improvement plan actions to deal with your poor performer correctly, says the Practical Guide to Human Resources Management.
Action 1: Identify the symptoms of the problem and why it's a problem
Ask yourself questions like is your employee violating company policy? Is he behaving inappropriately? Is he failing to perform the job? And why is the problem serious?
Action 2: Understand why the employee isn't performing
Action 3: Provide support and direction
Action 4: Support your employee's efforts to correct the problem
Action 5: If all else fails, use the applicable process
You have to investigate whether at the heart of the non-performance issues, your employee is actually able to carry out the work, whether he has the capacity for the work or if he's unwilling to do the work.
Once you've identified what the problem is, you must follow either the incapacity or the disciplinary process. Remember to conduct these processes in a procedurally fair manner.
There you have it. Using these five performance improvement plan actions will help you deal with your poor performer correctly and hopefully improve his performance before you have to start looking for a replacement.