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CULTURE CORE VALUESPERSONALITYFUTURE Agenda 1.Performance management 2.Setting expectations 3.Common perform deficiencies 4.Counseling 5.Choosing the path 6.Corrective discipline 7.PIP 8.Best practicesTRANSCRIPT
CULTURECORE VALUES PERSONALITY FUTURE
CULTURECORE VALUES PERSONALITY FUTURE
Performance Management & Corrective Discipline
CULTURECORE VALUES PERSONALITY FUTURE
Objective
The objective of this training is to provide effective performance management guiding principles to supervisors and managers
that lead to high performance teams
CULTURECORE VALUES PERSONALITY FUTURE
Agenda
1. Performance management2. Setting expectations3. Common perform deficiencies4. Counseling5. Choosing the path6. Corrective discipline7. PIP8. Best practices
CULTURECORE VALUES PERSONALITY FUTURE
Performance Management
The job related activities expected of a worker and how well those activities were executed
CULTURECORE VALUES PERSONALITY FUTURE
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?
CULTURECORE VALUES PERSONALITY FUTURE
What does our handbook say?
CULTURECORE VALUES PERSONALITY FUTURE
Common Deficiencies
Tardiness
Sick again?Fights
with
peers
Missed
deadlines
Did not meet sales
goals
Bad audit scoresSleeping
on the
job
CULTURECORE VALUES PERSONALITY FUTURE
Counseling
1.The act of exchanging opinions and ideas; consultation2.Advice or guidance, especially as solicited from a knowledgeable person.3.The act of providing guidance
CULTURECORE VALUES PERSONALITY FUTURE
Deciding the Path
Performance
Counseling
PIP/documented action
Transition/ change
Misconduct
• Counseling
• Documented disc action
• Discharge
CULTURECORE VALUES PERSONALITY FUTURE
Behavior Management
Performance/ Behavior Identified
Is the issue a skill
deficiency
Yes PIP
No Corrective Discipline
CULTURECORE VALUES PERSONALITY FUTURE
Corrective Discipline
Progressive discipline1.Regular feedback documented (e-mails, memos, etc.)2.Documented verbal warning3.Documented written warning4.Documented final warning5.Suspension (as appropriate)6.Dismissal
Partner with HR for suggestions and Recommendations regarding the strategy and
appropriate process to follow
CULTURECORE VALUES PERSONALITY FUTURE
What is the offense??
Minor Offenses Major offenses Suspension Discharge
• Operation’s jeopardy
• Safety /health hazard
• Loss of revenue• Expense to the
company• Past offenses
Verbal/written warning
• Substantial violation
• Interference with operations
• Health/safety hazard
• Affect on morale• Affect on
productivity• Past offenses
Written warning/Dischar
ge
• Substantial violation
• Interference with operations
• Health / safety hazard
• Investigation is needed
Suspension with or without pay
• Substantial violation
• Past offenses• Repetitive
violations• Findings on
investigation• Hazard
Is this case documented ??
CULTURECORE VALUES PERSONALITY FUTURE
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?
CULTURECORE VALUES PERSONALITY FUTURE
Corrective Discipline Form
CULTURECORE VALUES PERSONALITY FUTURE
Performance Improvement Plan - PIP
CULTURECORE VALUES PERSONALITY FUTURE
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
CULTURECORE VALUES PERSONALITY FUTURE
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
CULTURECORE VALUES PERSONALITY FUTURE