But firing this employee may not be the answer just yet. Specify possible consequences if the performance standards you are establishing in the document are not met.
Step 5 At the end of the initial meeting, the supervisor and employee should set up follow-up sessions.
And do I look like I know anything about your jacked up employee? You May Also Like. However, by completing a PIP, you offered the employee assistance in improving and gave him or her the opportunity to course-correct.
Got something better? Gerry David, CEO of beverage company Celsius Holdingssaid it's important to try to get to the bottom of why the employee is underperforming — it may turn out not to be his or her fault, he said. Path 1: If you can see a way forward for the employee, be a decent human being and offer it.
Communicate your plan for providing feedback to the employee. The only way to win is to steer clear of them.