Professional Documents
Culture Documents
Performance Management
Corrective Action
1
Leadership Functions
Increase your effectiveness when you…
• Move to correct an
employee’s continuing
unsatisfactory performance
• Work with an employee to
correct problem behavior that
is negatively affecting the
performance of others
• Give an employee a verbal
disciplinary warning
• Take formal disciplinary
action
2
Clues to watch for
Use corrective action when you notice…
• An employee has not
responded well enough
to prior coaching and
performance is still below
standard.
• You received a serious
and justificable complaint
about an employee’s
performance or behavior
3
Clues to watch for
Use corrective action when you notice…
• An employee has violated
the organization’s rules
of conduct, and
disciplinary action is
required
• An employee’s behavior
is so seriously off track
that it must stop
immediately.
4
Performance Management
Corrective Action
• Company’s Philosophy
– Give feedback and correct behavior
– Discipline is progressive, unless
circumstances dictate otherwise
– Supervisor discretion
– It’s unacceptable to avoid taking corrective
action to avoid a conflict
5
Performance Management
Corrective Action
• Performance Evaluation Process is
foundation for managing performance
– Set performance expectations
– Periodic feedback
– Performance Review & Summary
6
Performance Management Continuum
7
Cues for Taking Corrective
Acceptable
Performance “Just keeps getting worse”
STOP
STOP
8
Corrective Action Steps
• These steps are recommended, but
circumstances may dictate either
deleting or adding steps:
1. Verbal warning
2. Written warning
3. Final writing warning or unpaid
suspension
4. Termination
9
Think Before Taking Action
• Is behavior frequent
& serious?
• Describe behavior,
performance to be
changed
• Is training necessary?
• Are expectations
understood by
associate?
10
Think Before Taking Action
• Are others similarly
situated?
• Do you need more
facts?
• Be objective
• Maintain
confidentiality
• Document your
interviews, findings
11
Think Before Taking Action
• In summary ask…
12
Formal Discussion/Corrective Action
1. Explain the difference between
performance and agreed-upon
expectations
2. Describe impact
13
Formal Discussion/Corrective Action
4. Ask associate for ideas on how to
correct the situation. Add your own
15
Documentation
• Document when associate performance is not
meeting expectation and/or behavior has not
improved sufficiently
• Describe what action you are taking
• Describe consequences if not improvement –
“Failure to improve could lead to further
disciplinary action, up to and including
termination”
• Express confidence in associate’s ability to
correct behavior
16
Format for Written Documentation
• Address memo to associate, not to file
• Under subject indicate actioin – Writing
Warning
• Begin with:
– Description on inappropriate behavior or action
– Describe previous discussions or warnings, if any
– Give concise background if need
• Describe why behavior was inappropriate.
Fin
17