For the first time ever, the
majority (nearly 51%) of American households no longer
have a landline phone.
ďI Hate Them!Ē
Thatís what most
managers say about performance evaluations.
I remain a huge advocate
of them, because nothing can be improved until it is measured.
But even if you do them
and do them well, you canít wait until a performance evaluation
to deal with employee problems.
When dealing with
negative issues, keep three simple things in mind.
the problem, not the individual. Your goal is to change the
behavior, not the person.
2. You need
a definite and actionable solution to the problem.
3. In order
to get the employee to buy in to (i.e. commit to) the process,
get their feedback and input into creating an "action plan".
The plan should detail the problem specifically,
and outline steps that both the employer and employee can take
to remedy the situation.
Be specific in terms of
actions to be taken, and timeframes.
PRECISE steps must be laid out. Directives such
as "improve in this area" or "you need to have a better
attitude" don't work.
Be specific as to what
consequences may result if the situation is not solved.
Then establish follow-up times/dates to make sure
the plan is being adhered to and progress is being made.
In the end, the performance review itself should
reflect not only that there was a problem, but that steps have
been taken to correct it.
To Your Success,
Subsequent performance reviews should reflect whether or
not the problem has been rectified. If it has, it should be
reflected as a "positive" at review time.
Click here to
comment on this issue >>