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discipline and appraisal outline:
When to discipline someone for poor performance First of all, you need to consider whether you really have a disciplinary problem at all. Catch problems early If mistakes are repeated, and you feel the reason is because the person is not concerned enough to tackle the problem, this is the time to hold a discipline interview. you should not allowd employee get into a bad habit, it may take time to break them out.
How to prepare for a discipline interview 1 Make sure you can produce evidence that the person's performance fell below standard. 2 Standard for the job
How to conduct the interview 1 Agree the gap exists 2 Analyse the reasons for the gap 3 Find a way to close the gap
Maintain the right tone: Be calm Get them to open up Stick to facts Don't be put off by tears Focus on the problem, not person Maintain confidentiality: never discuss anything that has gone on in a discipline interview with anyone who wasn't in the room. Be consistent
Folloing up
Rule: give enough warning
Appraisal preparation: What do you like the most about your job What do you like least about it What task or tasks do you consider you are best at in your job And worst at What have been your greatest successes in the last year Why do you think they were so successful And what have been your worst failures or mistakes What do you think could have prevented them happening Are there any areas of your job you are unclear about Are there any areas you are unhappy about Are there any areas where you feel you need more guidance or support How do you feel you fit in to the team of people you work with How would you like your career to develop over the next year How would you like your career to develop over the next three to five years
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