Join Todd Dewett for an in-depth discussion in this video Correct use of performance improvement plans, part of Performance Review Foundations.
…Sometimes you feel that one of your employees needs critical feedback.…That's common and normal.…Sometimes, unfortunately, job fit or performance can be so…poor that firing an employee becomes the best option.…In between these two is an interesting space.…It's a space I'd like you to think seriously about for two reasons.…First, finding a way to try again, and give…someone a second chance is usually a very good idea.…I'm not advocating the third and fourth…chances in the face of really bad performance.…
But a quality, thoughtful second chance, is something everyone deserves.…In addition, not only is it the right thing…to do, but it's the smart thing to do.…It's smart because this makes you look like a reasonable and caring person.…Which is great for your reputation as a leader.…It's also smart because the cost of firing someone is quite large.…Even if you were to assume that when you let someone go,…there were no lawsuits or other odd circumstances, the costs are still huge.…Think about it.…You and the team now have to fill in…
- Describe why performance reviews are important.
- Explain why a manager might use informal feedback.
- Recognize when it’s important to have a witness present during an evaluation.
- Cite the benefits of performance improvement plans.
- Identify the primary goal of managing performance throughout the year.
- Describe when it’s time to discuss possible role changes for an employee.
- Explain the 360 review process.
- Cite ways to set expectations for a performance review meeting.
Skill Level Intermediate
Managing Employee Performance Problems (2013)with Todd Dewett1h 53m Intermediate
1. Overview of Performance Management
2. Setting Goals with Employees
3. Gathering Feedback on Performance
4. Writing the Review
5. Delivering the Review
6. Taking Next Steps
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