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Message
re: Update P4: I have to put an employee on a corrective action plan tomorrow
Posted on 6/6/19 at 10:35 pm to Eli Goldfinger
Posted on 6/6/19 at 10:35 pm to Eli Goldfinger
quote:
Anyone ever put anyone on a CAP, or been on one yourself?
Yep, just make sure you have practiced and gone over what you are going to say and have supporting documents necessary to answer any questions. It is not a question on if it is going to happen and the process has started so the employee and can either buy in or doesn’t. Just say that you will work and support them through the process, but the end result is up to them.
0
Posted on 6/6/19 at 10:35 pm to Eli Goldfinger
quote:
The employee was a casual friend,
Posted on 6/6/19 at 10:36 pm to Eli Goldfinger
So either your processes are convoluted or you hired an idiot.
Which is it?
Which is it?
Posted on 6/6/19 at 10:37 pm to Eli Goldfinger
Where’s your HR person in this?
Posted on 6/6/19 at 10:41 pm to Eli Goldfinger
I've been written up so many times I can't even count them all.
Start with this...."We need to talk about your performance"
End with this "Are we understood?"
The rest will work itself out.
Start with this...."We need to talk about your performance"
End with this "Are we understood?"
The rest will work itself out.
Posted on 6/6/19 at 10:42 pm to victoire sécurisé
quote:
Awkward. The entire point is to run them off. “Improvement” is just a charade. Hopefully, your friend sees the writing on the wall and gets another job ASAP.
Posted on 6/6/19 at 10:47 pm to Eli Goldfinger
quote:
He’s just not picking up some processes as quickly as we had hoped.
Nah muthafricka. Explain this part. Picking up the processes sounds like he's bad about putting a cover sheet on his TPS reports. Give us details, Lumburg.
This post was edited on 6/6/19 at 10:47 pm
Posted on 6/6/19 at 10:48 pm to Eli Goldfinger
The most important thing is clarity of expectations and benchmarks.
1. He needs to know if this is just a temperature check or if he will be fired if he doesn't meet the standard. You must communicate future consequences to convey the seriousness of the conversation.
2. Lay out a timeline for when you can officially measure his progress or lack thereof. Set the dates, send the calendar taps immediately.
3. Agree upon what resources he has at his disposal to improve his performance. Tell him you will be quizzing him on his experiences using them in your next touch base.
1. He needs to know if this is just a temperature check or if he will be fired if he doesn't meet the standard. You must communicate future consequences to convey the seriousness of the conversation.
2. Lay out a timeline for when you can officially measure his progress or lack thereof. Set the dates, send the calendar taps immediately.
3. Agree upon what resources he has at his disposal to improve his performance. Tell him you will be quizzing him on his experiences using them in your next touch base.
Posted on 6/6/19 at 10:56 pm to Muthsera
Good advice there.
Thanks
Thanks
Posted on 6/6/19 at 11:03 pm to Eli Goldfinger
OP, do you agree that he needs to be put on one?
Posted on 6/6/19 at 11:06 pm to Eli Goldfinger
Those TPS reports aren't gonna write themselves!
Take away his stapler to get his attention!
Take away his stapler to get his attention!
Posted on 6/6/19 at 11:06 pm to Eli Goldfinger
Assume it is the same as a performance improvement plan. It is the last step in our company before a firing. Never done it to one of my employees
Posted on 6/6/19 at 11:07 pm to Eli Goldfinger
quote:
Anyone ever put anyone on a CAP, or been on one yourself?
What was the main issue with his performance? Did he not pump gas effectively or was he a poor fry cook?
TIA
Posted on 6/6/19 at 11:11 pm to mikelbr
I was wondering the same damn thing. Glad you pointed that out.
Posted on 6/6/19 at 11:17 pm to LSUOilman
quote:
What was the main issue with his performance? Did he not pump gas effectively or was he a poor fry cook?
Waffle House frowns upon fry cooks and waitresses fraternization?
Posted on 6/6/19 at 11:23 pm to Eli Goldfinger
So I have two corrective action plans. The first is usually for a guy who has gotten too comfortable with the rules. Does the job well but kinda gets lazy on some procedures because he is a performer. That is more of a verbal warning. The other is guy you want to give a verbal, first written, final, and then term. Decide who your friend is!
Posted on 6/6/19 at 11:27 pm to Eli Goldfinger
Ever read the book “The Peter Principle”? In my experience, usually a person on a CAP has hit this and the manager can’t face the fact that they need to handle this themselves. Or they went crazy and it’s only a formality.
I don’t mean for this to be an insult. You may have been promoted to your level of incompetence if your boss is straight neutering you like this by handling up. You should reflect.
I don’t mean for this to be an insult. You may have been promoted to your level of incompetence if your boss is straight neutering you like this by handling up. You should reflect.
Posted on 6/6/19 at 11:56 pm to Cold Drink
quote:
OP, do you agree that he needs to be put on one?
I would rather to have just spoken to him off the record.
Posted on 6/7/19 at 12:01 am to BeerMoney
quote:
I don’t mean for this to be an insult. You may have been promoted to your level of incompetence if your boss is straight neutering you like this by handling up. You should reflect.
I get what you’re saying, but my mgr and this guy don’t mix well. They aren’t hostile, but they don’t jibe. My mgr wants him out, but I think is going to let me give him a fair chance.
Posted on 6/7/19 at 12:06 am to Eli Goldfinger
Currently have 3 on corrective action plans and potentially 2 more coming in the next few weeks.
Remember, business in business.
Remember, business in business.
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