How to Handle a Performance Problem

If you are a coworker or not a direct supervisor and are having a problem with another employee, you need to talk to your own supervisor and allow them to address the matter. If you are the supervisor, read on.

Difficulty: Moderately Easy

Instructions

Things You'll Need:

• Assertive and straightforward demeanor

1. Whether you hear about this employee and the problem from someone else or you witness the aberrant behavior yourself, you still need to address it. If you are not a direct witness you can start by saying that you are aware that the employee is, as one example, bothering a fellow employee.

2. At this stage, the employee may deny any wrongdoing. However, you have notified him that you are aware there may be a problem and you are planning to take action if it should continue. Most of the time, the problem ends here, as the employee realizes that his job may be effected by further action.

3. Always take an employee aside in a private office to discuss disciplinary issues or even general feedback. Tell them in a calm clear voice what you have learned and omit mention of other employees if possible. Describe in as much detail as possible, what you know.

4. Give him time to digest the information and to respond. He may deny it or have excuses for why he acted badly. Listen intently to what he tells you without interruption. Tell him what the company policy states and if he has violated any rules. Document this meeting in your supervisory notes as to time, date and what transpired. Offer your help to the employee in working with him on solving the problem.

5. If the behavior continues, depending on your individual policies, you would general elevate the situation to a written warning. Before you give this, consult with your HR representative for guidance. Since HR is aware of other disciplinary situations within the company and how they have been handled, they need to advise you from this point on to ensure the company is not compromised in some way by disparate treatment.

6. Follow through with guidance from HR on the next steps up and including termination if it becomes necessary. A common practice would be to go from a written warning to a short suspension, then a long suspension and then termination but this can depend on the nature and severity of the infraction. If you are a small business and don’t have HR help, set a policy in writing and stick to it for all employees. Use your local chamber of commerce or employment attorney to obtain guidance as needed.

Tips & Warnings

• Be consistent in whatever you do. Further, don’t let the situation go too long before you address it. Other employees are watching to see if management does their job and will become de-motivated if they see someone getting away with poor performance and not being disciplined.

[kateisgreat]

on 12/8/2007 This is realistic and worthwhile advice.

[BeasleyPenn]

on 12/5/2007 Thanks for reminder about consistency.