Revised When To Manage Performance
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This document discusses distinguishing between culpable and non-culpable employee behavior and focuses on managing non-culpable behavior, which presents a greater challenge. It outlines three common performance scenarios: issues with new employees, good employees experiencing a sudden drop in performance, and poor performers. For new employees, the manager bears responsibility to provide proper training, follow-up, and address any issues in the probationary period. For currently good employees whose performance suddenly drops, the manager should consider workplace changes and personal issues, show empathy, and offer temporary adjusted objectives if needed.
Revised When To Manage Performance
- 2. Performance Management Distinction Distinction between Culpable & Non-culpable Behaviour: Culpable Behaviour: Controllable or blameworthy behaviour Misconduct such as tardiness, AWOL, insubordination Managed through progressive disciplinary action Non-culpable Behaviour: Innocent or involuntary behaviour Lack of or unproven misconduct (low productivity, frequent mistakes, failure to do the job) Manage through non-disciplinary; counseling/support Failure to meet requirements of the job without any identifiable or observable behaviours
- 3. Performance Management Distinction Both culpable & non-culpable are part of performance management Our focus will be on dealing with non- culpable behaviour Presents a greater challenge Generally more involved & takes longer to resolve
- 4. Three Common Performance Scenarios 1. New Employees 2. Good Employees with a sudden drop in performance 3. Poor Performers
- 5. Performance Concerns - New Employees Ask Yourself: Do they understand the expectations of the job? Do they have the correct tools to do the job? Are performance objectives aligned with critical elements of the job? Do they have the knowledge, skill & ability to do the job? Did they receive adequate training? Are they a good fit? **These issues should be dealt with in the probationary period.
- 6. Performance Concerns - New Employees Greater responsibility on the manager Orientation Extra training Encouragement & regular follow up Review Job Description Deal with issues in probationary period
- 7. Good Employees Performance Suddenly Dropped Ask Yourself: What changed in the workplace? (New role? New supervisor? New coworker? New customer?) Meet with employee to discuss concerns Address issues promptly Has the employee made you aware of changes in their personal life? (financial hardship, illness, divorce, death in the family, etc.) Practice effective listening to determine cause Show empathy, provide support Offer EAP services
- 8. Good Employees - Performance Suddenly Dropped When necessary, revise targets for objectives & allow time to resolve issues After a reasonable period of time, meet with the employee again & reinstate target objectives Should the employee not provide a explanation for the drop in performance, maintain accountability for all objectives