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Started By
Message
re: Update P4: I have to put an employee on a corrective action plan tomorrow
Posted on 6/7/19 at 8:19 am to Spankum
Posted on 6/7/19 at 8:19 am to Spankum
quote:the whole time I read this I kept seeing these guys.
Yep...if it is performance-based, you just have to explain where the performance is lacking and also set up some periodic meetings for assignments and progress reports. Remember, the goal is to ensure that the employee understands where he/she is falling short and that it is your job to get them back on the right track. Employee is likely a lot more frustrated than you are about this.
0
Posted on 6/7/19 at 8:31 am to putt1058
quote:I'm gonna go with 80% A and 20% B. If this is his friend, chances are it was a "good ole boy network" hire. The sad part is that the right guy/gal for the job was either looked over or flat out wasn't interviewed - just so that his buddy could get hired.
Truthfully, the problem is either with:
A) Your hiring process
OR
B) Your training program
Posted on 6/7/19 at 8:34 am to Milesahead
quote:
Some people here are short sighted. Sometimes a plan is a formality to cover eventual firing and other times it is just to improve someones performance...or at least to try before termination is on the table.
Like several have said, lay out expectations and define metrics by which performance is measured. If it is all subjective to a boss that doesnt like them, they should explore transferring or changing jobs outright. If it is something they can change, help them change.
This. Hiring and training is expensive. Ensuring your employees know where they stand and what is expected of them is critical to their success and yours. Not just cutting them loose without giving them a chance. Go into the conversation expecting them to change and get better and set deadlines on when and what does improvement look like...
You can divide employees into three categories when their performance is an issue:
1. Can’t do. Not capable of doing the job.
2. Won’t do. Capable but unwilling to do it
3. Haven’t been trained.
If you identify them in this way you can easily determine what course of action to take.
Posted on 6/7/19 at 12:02 pm to Eli Goldfinger
What this guy said...
AND meet with them weekly as a checkpoint. Have them recap verbally what you've discussed during the checkpoint then in an email afterwards with any action items, next steps, etc.
Document, document, document everything.
Grant them the sincerity that they do want to improve and set them up for success.
No matter what happens, don't take it personally - it's just business.
quote:
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.
AND meet with them weekly as a checkpoint. Have them recap verbally what you've discussed during the checkpoint then in an email afterwards with any action items, next steps, etc.
Document, document, document everything.
Grant them the sincerity that they do want to improve and set them up for success.
No matter what happens, don't take it personally - it's just business.
Posted on 6/7/19 at 12:11 pm to Eli Goldfinger
quote:
I would rather to have just spoken to him off the record.
Because he’s your friend, or because that’s the normal action takes for this type os situation?
Posted on 6/7/19 at 12:18 pm to Eli Goldfinger
quote:Let the venomous bitches from Human Resources do it. They love making peoples life miserable.
I’ve never had to do it before, so I’m not sure how it’s going to go.
Posted on 6/7/19 at 6:44 pm to Eli Goldfinger
Soooo????
Posted on 6/7/19 at 6:49 pm to Eli Goldfinger
Bring up his smudgeness
Posted on 6/7/19 at 8:50 pm to Eli Goldfinger
How’d it go?
Posted on 6/7/19 at 8:55 pm to GeorgeTheGreek
His buddy must’ve went postal and killed him.
Posted on 6/7/19 at 9:01 pm to Milesahead
I know a guy who survived a CAP and will probably retire with the employer who put him on the CAP.
It was a punitive thing. His department refused to meet some ridiculous deadline, so the boss threw all of them on a CAP in a fit of pique.
Weird place, but honestly not the weirdest place I've ever worked. "Mr. Gary" wins that prize.
It was a punitive thing. His department refused to meet some ridiculous deadline, so the boss threw all of them on a CAP in a fit of pique.
Weird place, but honestly not the weirdest place I've ever worked. "Mr. Gary" wins that prize.
Posted on 6/7/19 at 10:05 pm to Dick Leverage
(no message)
This post was edited on 11/22/20 at 4:35 pm
Posted on 6/7/19 at 11:00 pm to Eli Goldfinger
quote:
Anyone ever put anyone on a CAP,
Yes. My sleep doctor did that to me. I no longer snore and I get a great night of sleep.
Oh my bad. I thought you said CPAP
Posted on 6/7/19 at 11:04 pm to LSUGrad9295
I was able to speak with HR & my mgr and pull the guy out of the fire.
They agreed to let me develop a coaching plan without placing him under a performance plan.
If this doesn’t work, he’ll be placed on a plan which will basically just be documentation for a firing.
He’s a good guy, so it’s worth the shot.
They agreed to let me develop a coaching plan without placing him under a performance plan.
If this doesn’t work, he’ll be placed on a plan which will basically just be documentation for a firing.
He’s a good guy, so it’s worth the shot.
This post was edited on 6/7/19 at 11:10 pm
Posted on 6/7/19 at 11:06 pm to Eli Goldfinger
Do you own the business? If not, are you not an employee?
Posted on 6/7/19 at 11:06 pm to Eli Goldfinger
The hell kind of update is that?
EDIT: Nice ninja edit.
EDIT: Nice ninja edit.
This post was edited on 6/7/19 at 11:11 pm
Posted on 6/7/19 at 11:16 pm to Eli Goldfinger
Honorable move, but don’t risk your career over this either. Be honest with him and on what exactly needs to improve. Give him actionable advice that he realistically can do...not some pie in the sky bs they he might not be capable of. Start small and work up in order to not overwhelm but keep making sure he improves. If he doesn’t, approach HR with his deficiencies and how they can’t be overcame.
Posted on 6/7/19 at 11:22 pm to Eli Goldfinger
Those corporate buzzwords sound miserable. Just give the dude a heads up so he can leave such a rigid, impersonal organization.
Posted on 6/7/19 at 11:27 pm to boosiebadazz
quote:
corporate buzzwords sound miserable
C'mon. Everyone knows with a proper "work/life balance" the "synergy" created by "teamwork" (TEAM: Together Everyone Achieves More!) leads to "team members"' focus on quality and safety first.
Posted on 6/7/19 at 11:32 pm to East Coast Band
I hate that part of corporate work.
The pay, benefits & stability are nice, but the HR culture sucks arse.
This post was edited on 6/7/19 at 11:34 pm
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