Summary
This scenario is not unusual: when an employee is recommended for termination because of poor performance, many performance appraisals do nothing to support the termination. Managers and supervisors have emphasized the employee's positive personal and work characteristics and have played down, even glossed over, the negatives. There's nothing wrong with saying nice things about good performers, but all forms of praise must be genuine. A leader also has an obligation to do everything possible to help improve the skills of people through continual coaching, training, motivation and encouragement. But there are times when termination is in order. When an employee is involved in dishonest acts, a zero tolerance policy is recommended. When performance problems persist, try the "three strikes and you're out" approach: 1. Identify specifically in writing the nature of the performance problem. 2. Review the individual's performance in writing three months later. 3. Either performance will have improved, or you will terminate.
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Extract
It's Mom's Fault
"I think we're going to have to fire Joe," a supervisor reports to you. "His performance continues to deteriorate, despite my continual coaching and insistence that he must show improvement."
The supervisor makes a good case that Joe must go. Then you decide to review Joe's written performance appraisals over the...See the full content of this document
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