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Equip Managers to Improve Poor Performance
There’s no silver bullet to improving low performance. Give managers a toolkit to assess and address it.
- Many managers are not trained on addressing low performance and do not have a process for performance improvement in place to help them understand.
- Managers will often resort to implementing a performance improvement plan (PIP) before coaching the employee. As a result, PIPs have been misused as the only way for managers to deal with low performance or even manage someone out of the company.
There is no “silver bullet” to improving low performance, as each case is different. Giving managers a clearly defined process allows them to systematically assess and address low performance.
Impact and Result
- HR must implement a process for performance improvement and ensure managers address low performance consistently and fairly across the organization.
- HR needs to train mangers on how to assess the root causes of low performance so that they are better equipped to address low performance and support an employee through the process.
Equip Managers to Improve Poor Performance
1. Assess performance management and integrate performance improvement
Address challenges to performance improvement through a tailored performance improvement process.
2. Equip managers to improve poor performance
Prepare managers to address poor performance more effectively.
3. Follow up after training
Evaluate training effectiveness and sustain manager development after the training session.
4. Launch LMS training
Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Try Our Guided Implementations
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation #1 - Assess performance management and integrate performance improvement
- Call #1 - Evaluate your current performance management framework and how to transition to performance improvement.
- Call #2 - Discuss current performance improvement practices and integrate the process for performance improvement.
- Call #3 - Customize the PIP template to align with organizational needs.
Guided Implementation #2 - Prepare and customize manager training material
- Call #1 - Review training deck and clarify any questions you may have about content or delivery.
- Call #2 - Discuss how to customize the training deck to ensure it fits with your organization.
Guided Implementation #3 - Follow up after training
- Call #1 - Discuss how to sustain learning from training with relational and experiential learning opportunities.
- Call #2 - Re-evaluate HR’s accountabilities and fill gaps.
- David Grant, Founder & Executive Coach, Setsuna Executive Coaching & Talent Solutions
- Ed Gogol, Senior HR Consultant, Professional HR Services
- Grady McCorkle, Learning Consultant, Arkansas Blue Cross and Blue Shield
- Judy Lohmar, Director, Enterprise Learning & Development, Arkansas Blue Cross and Blue Shield
- Justine Sousa, HR Specialist – People Operations, Enbridge Gas Distribution
- Paul Boston, President and Founder, Actus Performance Inc.
- Rachel Hardman, HR Generalist, Info-Tech Research Group
- Scott Shaw, HR Director, Outland-Carillion Services
- Tim Bridges, Senior Vice President, Head of Human Capital Management, Opera Solutions
- Trevor Timbeck, Chief Talent Officer, Info-Tech Research Group
- Multiple anonymous interviews were conducted.
Search Code: 86297
Published: July 9, 2018
Last Revised: October 2, 2019
TAGS:Improve low performance, improve performance, performance improvement, low performers, coach low performers, performance management, address low performance, assess low performance, performance inhibitors, feedback, coach, career coaching, coachable moments, development, learning, talent management, managing out, manager training, performance improvement plan, PIP, reprimand, praise, manager accountability, coachee