Elevating employee performance with practical strategies
Background
The Manager, in a medium sized organisation, was frustrated with one of his employees who was not performing up to the standard expected of them in their role. Despite having multiple informal conversations with the employee, there had been no improvement in their performance. The employee had a history of inconsistency in their work and was known for being quite strong-willed. This made the Manager feel uneasy when discussing these matters as the conversations often became quite confrontational.
The employee’s sub-par performance was having a detrimental effect on the business. Mistakes were being made and procedures were not being followed correctly, leading to a variety of costs. These included loss of inventory, a decrease in customer service levels, data integrity being called into question, the need to fix errors and the time invested by management in investigating and responding to the issues.
The employee’s sub-par performance was having a detrimental effect on the business. Mistakes were being made and procedures were not being followed correctly, leading to a variety of costs. These included loss of inventory, a decrease in customer service levels, data integrity being called into question, the need to fix errors and the time invested by management in investigating and responding to the issues.
What we did
We provided practical guidance to the Manager, from gathering the facts and structuring the conversation to drafting a performance improvement plan with an easy-to-use template.
We also coached the manager through the conversation and meeting process, and provided him the opportunity to role play the discussion beforehand.
Additionally, we provided procedural guidance, helped with correspondence to the employee prior and took notes during the meeting.
Lastly, we helped with follow up correspondence, next steps and follow up/review meetings.
We also coached the manager through the conversation and meeting process, and provided him the opportunity to role play the discussion beforehand.
Additionally, we provided procedural guidance, helped with correspondence to the employee prior and took notes during the meeting.
Lastly, we helped with follow up correspondence, next steps and follow up/review meetings.
Result
The employee was initially defensive and hesitant to agree to their performance improvement plan, but eventually came around.
This shift in attitude brought relief to them as they were aware they weren't performing to the standard they should have been.
The employee and manager drew a line in the sand and agreed to move forward, and after the implementation of the performance improvement plan, follow up and review of performance and coaching from his Manager, the employee's performance has returned to the expected level.
The manager is no longer stressed about the situation, and their relationship and the employee’s performance has improved as a result.
This shift in attitude brought relief to them as they were aware they weren't performing to the standard they should have been.
The employee and manager drew a line in the sand and agreed to move forward, and after the implementation of the performance improvement plan, follow up and review of performance and coaching from his Manager, the employee's performance has returned to the expected level.
The manager is no longer stressed about the situation, and their relationship and the employee’s performance has improved as a result.
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