The Human Resource: Corrective actions

One of the greatest challenges for employers and employees alike involves accountability for performance that is not meeting expectations. There are a variety of reasons for ineffective performance, including lack of training, lack of competence, lack of motivation, and a myriad of other potential catalysts. The manner and method of addressing these performance concerns will be a direct impact on any chance for improvement.

Remember, that when you hired the employee, or when you joined the company, there was a belief that the employee can meet expectations and that the duties were something that could be performed well. When this is not the case, a punitive approach by the employer is not the most appropriate path to take to address the less than acceptable performance.

The guidance and best practice on the topic of accountability for performance is corrective actions by the employer in a continuous effort to help the employee achieve success. This should be done through a staged approach that allows the supervisor to provide the tools, resources, and support to the employee while simultaneously requiring the employee to be accountable to a plan of action that demonstrates performance improvement.

An effective approach is a combination of coaching, training, mentoring, and documentation with clear and concise expectations presented to the employee as well as regular review and measuring of progress towards established improvement plan goals. Please note that the duration of time spent is dependent upon the performance deficiency and the commitment of the employee to achieve the established goals. This approach, using corrective action as a tool to aid and support the employee, also develops the necessary documentation if the process fails and requires punitive disciplinary action from warnings and reprimands or suspensions to termination of employment.

Before moving to disciplinary action, be sure to appropriate investigate, validate, and document the failed performance of the employee. However, now that you have taken the time to communicate deficiencies to the employee, and you have provided the tools, resources, and support for the employee to be successful, you will have the necessary documentation and defense for discipline.

As an employee, there should be a feeling of relief when you work for an employer that takes the time to provide you the tools, resources and support you need to be successful in your position. While accountability for deficient performance may feel terrible, take ownership in the feedback and communication provided to you by your employer. Recognize that you are being provided an opportunity for improvement and the expectations for success will be outlined for you. Use this opportunity to ask for the help you need to achieve your goals and meet your employer’s expectations. The more you can partner with your supervisor to meet performance expectations, the better chance you have of achieving success.

Corrective action is about communication and helping an employee become successful while maintaining an appropriate level of accountability during the process. The early steps of corrective action can truly be a mutually beneficial process for the employee and employer, so master the skills to execute the process effectively.

** The opinions expressed are those of the author and do not necessarily reflect those of the ownership or management of Chadds Ford Live. We welcome opposing viewpoints. Readers may comment in the comments section or they may submit a Letter to the Editor to: editor@chaddsfordlive.com

 

About Warren Cook

Warren is the President and co-founder of SymbianceHR and provides strategic oversight for service delivery, business operations, and technical guidance on consulting engagements. He is a human resources subject matter expert with over 25 years of experience as a strategic human resources business partner, project manager, and people leader across private and public sectors organizations. Warren is responsible for the strategic planning of all client consulting engagements from initial needs assessment and compliance review through delivery of customized strategic solutions that meet the client’s business goals. He has a proven track record of providing executive coaching and guidance to business leaders and human resource professionals at all levels including the C-Suite of Fortune 100 companies. Warren is also the Chief Talent Officer and cofounder of SymbianceHiRe, a Symbiance company dedicated to providing direct placement talent acquisition services and temporary and contract staffing solutions to the business community. Warren holds a B.S. in Human Resource Management, an MBA in Project Management, and a M.S. in Industrial and Organizational Psychology. Warren is the author of “Applicant Interview Preparation – Practical Coaching for Today.”

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