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Formal Consequences: Addressing Poor Performance

The document discusses addressing poor employee performance through formal consequences. It explains that formal consequences should only be considered after exhausting coaching efforts to improve performance or if serious misconduct occurs. The document provides guidance on involving HR and leadership, establishing clear expectations, documenting performance issues, and maintaining consistent feedback before imposing formal consequences.

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Arpan Ghosh
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69 views1 page

Formal Consequences: Addressing Poor Performance

The document discusses addressing poor employee performance through formal consequences. It explains that formal consequences should only be considered after exhausting coaching efforts to improve performance or if serious misconduct occurs. The document provides guidance on involving HR and leadership, establishing clear expectations, documenting performance issues, and maintaining consistent feedback before imposing formal consequences.

Uploaded by

Arpan Ghosh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

ADDRESSING POOR PERFORMANCE

Formal Consequences
As you continue to manage and monitor an employee’s chronic performance problem only to see
no improvement or a continued decline, you’ll have to decide if and when it’s appropriate to
discuss, and possibly impose, formal consequences. Your decision will depend on the situation
and the severity of its impact on people, productivity, and profitability.

You should consider imposing formal consequences only when:


• Someone has committed an act of serious misconduct, such as harassment or theft, or has
violated an important policy.
• You have exhausted your best efforts to coach the person to improve.

If you determine that it is appropriate to impose formal consequences, the first thing to do is
involve your leader and Human Resources representative. Human Resources will have
guidelines for how to handle disciplinary action in your organization. It’s imperative that you
follow your organization’s disciplinary policies and procedures.

Before discussing and possibly imposing formal consequences, ask yourself the following
questions:
 Did I set clear expectations?
 Did I allow sufficient time for improvement?
 Have I gathered and documented performance data, discussions, and agreements?
 Have I discussed the poor performance and provided timely feedback?
 Did I keep a consistent, objective, and specific record of the poor performance?
 Have I consulted with my manager about the situation?
Note: In the case of serious misconduct, you would not need to take all of these steps before
imposing formal consequences. You would, however, still need to involve your leader and HR
representative.

File Name: APP-FormalConsequences

© Development Dimensions International, Inc., MMXIII. Permission is granted to photocopy this page for internal use only.

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