Difficult Employees

1. Difficult Employees

2. Demotion Transfer Performance improvement plan Some other options in discipline

3. Demotion • Reduction is title, pay, benefits, status, privilege, responsibility • Used often for poor performance • Won’t rehabilitate an ee, just matches skills • Negatives??...

4. Demotion • Negatives • Reduces salary & ultimately retirement • Same line as former subordinates • Embarrassment • Demotivating

5. Transfer • Move to another unit or division • Not always punitive • Some request a transfer • Moves the problem • Different/stronger supervisor • ISU “special projects”

6. Performance Improvement Plans will… ID performance to be improved Provide clear expectations and metrics for improvement ID the support and resources available to help the eemake the required improvements.

7. Performance Improvement Plans will… Establish a plan for reviewing the employee's progress and providing feedback Specify possible consequences if performance standards as identified in the PIP are not met.

8. Performance Improvement Plan Step 1 Identify & define the performance problem Step 2 Explain the impact of the problem Step 3 Analyze reasons for the problem Step 4 Define the expected performance standard Step 5 Explore ideas for a solution Step 6 Write a performance improvement plan

9. Step 1: Identify & Define the Performance Problem • Elana: • What is the issue? • What are examples of the behavior

10. Step 2: Explain the Impact of the Problem • Tell the employee the impact of the problem • Productivity & efficiency • Quality • Service • Who does it impact • You, the manager • The employee • The department

11. Step 3: Analyze Reasons for the Problem Consider possible reasons why employees do not perform well • Don’t know how or what they should do • Think they are doing just fine • Think their way is better than your way • No negative consequence for poor performance • Have obstacles limiting their performance • Think something else is more important

12. Step 4: Define the Expected Performance Standard • Define the level of performance expected • State them in clear & measurable terms • Never assume employee knows what is expected • Example….

13. Step 4: Define the Expected Performance Standard • Example…. • Be to work on time • The standard is to be at your desk, ready to work, by 8:00 a.m. • Hold weekly staff meeting • All accidents should be thoroughly documented as per the stated policy • All events must have a complete timeline for all necessary activities

14. Step 5: Explore Ideas for a Solution • Ask “how do we solve the problem”? • Brainstorm together • Discuss all options • Examples: • Training • Counseling • Set attainable goals

15. Step 6: Write the Improvement Plan • What to include: • The goal or area that needs improvement • The step-by-step action plans • Consequences – positive & negative as needed • Follow-up time

16. Example Improvement Plan • Improve programming skills within the youth sports department • Schedule programs in the facility from 9:00 a.m. to 9:00 p.m. throughout the fall season • Schedule a programming training session for all staff in the next 2 months • Timelines & activity lists should be prepared for all activities in the next 3 months Goal Action plan

17. Example Improvement Plan • Improve programming skills within the youth sports department • If goals are not achieved, a formal written reprimand is in order to be placed in the personnel files • This performance plan will be reviewed in 60 & 120 days. Consequences Follow-up

18. Example Improvement Plan • Decrease errors in work completed • For a period of 1 month all work must be checked by your manager prior to sending it on to the appropriate department. • The number of errors in work will decrease significantly and appear rarely. Goal Action plan

19. Example Improvement Plan • Decrease errors in work completed • This plan will be reviewed at the end of 30 days. • If it is not met, a 2 week suspension is in order. Follow-up Consequences Elana’s plan?

20. Step 6: Write the Improvement Plan Action plan Follow-up Consequences • Raise productivity to an acceptable level • #1 • Track all time spent on tasks throughout the day for a period of two weeks. • Discuss use of time with your supervisor at the end of two weeks. • If you have failed to track time at the end of 2 weeks, a written reprimand will be placed in your personnel file.

21. Step 6: Write the Improvement Plan Action plan Follow-up Consequences • Raise productivity to an acceptable level • #2 • Develop a task list to be completed at the beginning of the week and update it daily. Discuss & agree on a list of additional tasks to assume that would challenge you in your current position. • Progress on these tasks will be reviewed at the end of 30 days. • The task list will be adjusted appropriately

22. Step 6: Write the Improvement Plan Action plan • Treat customers with respect • Attend customer service training through XYZ corporation within the next 2 months. • Implement 5 new practices learned in the customer service program within 1 week of attending the training • Never hang up on a customer no matter how angry they make you.

23. Step 6: Write the Improvement Plan Action plan Follow-up Consequences • Treat customers with respect • Always be courteous with all customers calling the company or walking into the office. • These tasks will be reviewed at the end of 30 days. If they are not met, a 2 week suspension is in order.

24. Practice step 6…

25. Kerry Comes to work late regularly Always has an excuse as to why reports are late Let’s staff set their own hours and many are not working the required 40 hours per week Has not given any staff a performance appraisal in 18 months Is afraid to discipline staff when needed.