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Train Managers to Improve Low Employee Performance

There’s no silver bullet to improving low performance. Give managers a toolkit to assess and address it.

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Contributors

  • 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.

Your Challenge

  • 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) first, 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.

Our Advice

Critical Insight

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.

Research & Tools

1. Assess performance management and integrate performance improvement

Address challenges to performance improvement through a tailored performance improvement process.

3. Follow up after training

Evaluate training effectiveness and sustain manager development after the training session.

Guided Implementations

This guided implementation is a seven call advisory process.

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.