Despite our best efforts in recruiting, training and supervising, all of us who serve in leadership roles will eventually have to deal with an employee that is performing poorly. One of the most effective ways of dealing with poor performance is to use a performance improvement plan. Often based on a 90 day time frame, these plans help the employee understand what changes need to be made and provide support in their effort to improve. Should improvement not occur, the plan provides a sound basis for termination or other disciplinary action.Beth Armknecht Miller, CEO or Executive Velocity, suggests a six step approach to developing a performance improvement plan.
1. Don't ignore the facts. Be clear about what behavior is unacceptable.
2. Don't Act on Rumors. Get the facts before acting.
3. Develop an Objective Performance Plan. Set clear, measurable performance oriented objectives.
4. Set Clear Consequences. Make sure the staff member is clear on what happens if performance doesn't improve.
5. Follow Up Regularly. Check progress, offer help and provide correction regularly.
6. Coach with Consistency. Be consistent in your standards and in confronting the staff member when they don't meet those standards.
