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Performance Management & Corrective Discipline

This training covers guiding principles for supervisors & managers to lead high-performance teams, addressing performance issues & implementing corrective discipline processes. Learn about setting expectations, common deficiencies, counseling, PIP, best practices. Partner with HR for suggestions and recommendations. Be proactive, consistent, and communicate regularly. Model core values and follow up with employees.

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Performance Management & Corrective Discipline

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  1. Performance Management & Corrective Discipline

  2. Objective The objective of this training is to provide effective performance management guiding principles to supervisors and managers that lead to high performance teams

  3. Agenda • Performance management • Setting expectations • Common perform deficiencies • Counseling • Choosing the path • Corrective discipline • PIP • Best practices

  4. Performance Management The job related activities expected of a worker and how well those activities were executed

  5. Setting Performance Expectations • Department role in company’s overall strategic plan • Individual goals and objectives • Communicating individual’s key responsibilities and expectations • What does success look like?

  6. What does our handbook say?

  7. Common Deficiencies Fights with peers Sick again? Bad audit scores Tardiness Did not meet sales goals Sleeping on the job Missed deadlines

  8. Counseling • The act of exchanging opinions and ideas; consultation • Advice or guidance, especially as solicited from a knowledgeable person. • The act of providing guidance

  9. Deciding the Path Performance Misconduct Counseling Documented disc action Discharge Counseling PIP/documented action Transition/ change

  10. Behavior Management PIP Yes Is the issue a skill deficiency Performance/ Behavior Identified No Corrective Discipline

  11. Corrective Discipline Progressive discipline • Regular feedback documented (e-mails, memos, etc.) • Documented verbal warning • Documented written warning • Documented final warning • Suspension (as appropriate) • Dismissal Partner with HR for suggestions and Recommendations regarding the strategy and appropriate process to follow

  12. What is the offense?? Minor Offenses Major offenses Suspension Discharge

  13. Considerations before a corrective discussion • Do you have all the facts? Ask questions. Give the team member an opportunity to explain • Were expectations properly communicated to the team member? If the infraction is repetitive, has the team member been counseled properly and aware of the policies? • Has the case been properly documented?

  14. Corrective Discipline Form

  15. Performance Improvement Plan - PIP

  16. Performance Discussions • Prepare and practice • Schedule the discussion whenever possible and appropriate • Choose the right location, in private and with witnesses as needed. Be constructive. • Be professional, stay focused on the issue, not the person • Don’t make it personal • Be brief and to the point • Re-set expectations • Do not negotiate standards

  17. Best Practices • Set the right expectations • Communicate and provide feedback on a regular basis • Recognize and reinforce positive behaviors and accomplishments • Document conversations, incidents and feedback discussions • Be proactive • Be consistent • Don’t set precedents • Partner with HR • Model our Prism core values • Follow up with the employee

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