Difficult Employees. SOME OTHER OPTIONS IN DISCIPLINE 1. Demotion 2. Transfer 3. Performance...
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Transcript of Difficult Employees. SOME OTHER OPTIONS IN DISCIPLINE 1. Demotion 2. Transfer 3. Performance...
Difficult Employees
SOME OTHER OPTIONS IN DISCIPLINE
1. Demotion2. Transfer3. Performance improvement plan
Demotion
Reduction is title, pay, benefits, status, privilege, responsibility
Used often for poor performance– Won’t rehabilitate an ee, just matches
skills
Negatives??...
Demotion
Negatives– Reduces salary & ultimately retirement– Same line as former subordinates– Embarrassment– Demotivating
Transfer
Move to another unit or division– Not always punitive– Some request a transfer
Moves the problem– Different/stronger supervisor
ISU “special projects”
Performance Improvement Plans will…
ID performance to be improved
Provide clear expectations and metrics for improvement
ID the support and resources available to help the ee make the required improvements.
Performance Improvement Plans will…
Establish a plan for reviewing the employee's progress and providing feedback
Specify possible consequences if performance standards as identified in the PIP are not met.
Performance Improvement Plan
Step 1 Identify & define the performance problem
Step 2 Explain the impact of the problem
Step 3 Analyze reasons for the problem
Step 4 Define the expected performance standard
Step 5 Explore ideas for a solution
Step 6 Write a performance improvement plan
Step 1: Identify & Define the Performance Problem
Elana:– What is the issue?
– What are examples of the behavior
Step 2: Explain the Impact of the Problem
Tell the employee the impact of the problem– Productivity & efficiency– Quality– Service
Who does it impact– You, the manager– The employee– The department
Step 3: Analyze Reasons for the Problem
Consider possible reasons why employees do not perform well
Don’t know how or what they should do Think they are doing just fine Think their way is better than your way No negative consequence for poor performance Have obstacles limiting their performance Think something else is more important
Step 4: Define the Expected Performance Standard
Define the level of performance expected State them in clear & measurable terms Never assume employee knows what is
expected Example….
Step 4: Define the Expected Performance Standard
Example….Be to work on time
The standard is to be at your desk, ready to work, by 8:00 a.m.
Hold weekly staff meetingAll accidents should be thoroughly
documented as per the stated policyAll events must have a complete timeline for
all necessary activities
Step 5: Explore Ideas for a Solution
Ask “how do we solve the problem”?
Brainstorm together Discuss all options Examples:
– Training– Counseling– Set attainable goals
Step 6: Write the Improvement Plan
What to include:– The goal or area that needs improvement– The step-by-step action plans– Consequences – positive & negative as needed– Follow-up time
Example Improvement Plan
Improve programming skills within the youth sports department– Schedule programs in the facility from
9:00 a.m. to 9:00 p.m. throughout the fall season
– Schedule a programming training session for all staff in the next 2 months
– Timelines & activity lists should be prepared for all activities in the next 3 months
Act
ion
pla
nG
oal
Example Improvement Plan
Improve programming skills within the youth sports department
– If goals are not achieved, a formal written reprimand is in order to be placed in the personnel files
– This performance plan will be reviewed in 60 & 120 days.
Con
seq
uen
ces
Fol
low
-up
Example Improvement Plan
Decrease errors in work completed– For a period of 1 month all work must
be checked by your manager prior to sending it on to the appropriate department.
– The number of errors in work will decrease significantly and appear rarely.A
ctio
n p
lan
Goa
l
Example Improvement Plan
Decrease errors in work completed– This plan will be reviewed at the end of
30 days.
– If it is not met, a 2 week suspension is in order.
Con
seq
uen
ces
Fol
low
-up
Elana’s plan?
Step 6: Write the Improvement Plan
Raise productivity to an acceptable level– #1
Track all time spent on tasks throughout the day for a period of two weeks.
Discuss use of time with your supervisor at the end of two weeks.
If you have failed to track time at the end of 2 weeks, a written reprimand will be placed in your personnel file.
Action plan
Follow-up
Consequences
Step 6: Write the Improvement Plan
Raise productivity to an acceptable level– #2
Develop a task list to be completed at the beginning of the week and update it daily. Discuss & agree on a list of additional tasks to assume that would challenge you in your current position.
Progress on these tasks will be reviewed at the end of 30 days.
The task list will be adjusted appropriately
Action plan
Follow-up
Consequences
Step 6: Write the Improvement Plan
Treat customers with respect– Attend customer service training
through XYZ corporation within the next 2 months.
– Implement 5 new practices learned in the customer service program within 1 week of attending the training
– Never hang up on a customer no matter how angry they make you.
Action plan
Step 6: Write the Improvement Plan
Treat customers with respect– Always be courteous with all customers
calling the company or walking into the office.
– These tasks will be reviewed at the end of 30 days. If they are not met, a 2 week suspension is in order.
Action plan
Follow-up
Consequences
Practice step 6…
Kerry Comes to work late regularly Always has an excuse as to why
reports are late Let’s staff set their own hours and
many are not working the required 40 hours per week
Has not given any staff a performance appraisal in 18 months
Is afraid to discipline staff when needed.