How to follow up a job threatening performance evaluation

by on June 3, 2009 · 0 Comment POSTED IN: HR Info Center

“Job threatening” status on a performance evaluation has several follow up steps

Sometimes instinctively a manager will look at this form of performance evaluation and say, “Well, you’re telling me, I need to spend time and energy and money potentially on an employee that I would just as soon fire.” If there’s nothing redeeming about them by the time you get to a performance evaluation, fire them now. Take your chances and shame on you if we’re in trouble over it.

But if you find something redeeming about them, then, you ought to work to try to keep them, and you do that through a performance evaluation. But let’s just not take forever, let’s get it done. They should be on a countdown timer.

When you put somebody on “job threatening” in a performance evaluation, the best practice is to say, “We’re going to meet every week and we’re going to talk about that thing to see if you were making progress or not. We’re going to only spend 10 to 15 minutes.” But every week, we’re going to talk about did you make progress in finance? Did you make progress in working with your peers? Did you make progress in controlling your anger?

And if the answer repeatedly is you slipped again, you slipped again, you didn’t do it this week, well, you know, we’re not going to do this indefinitely. On the other hand, if the intervals keep getting harder between, you know, problems and they keep going and getting better and better eventually, you’ll take them off double secret probation.

So, a job threatening status on a performance evaluation has a whole bunch of follow up stuff that you’re going to do that will keep them on a real quick pulse for you’re going to get better or the pulse will quicken. If you do get better, the pulse will back-off and you’ll eventually go safe. If you don’t get better, it’s going to end. And they are going to know why it ended and they are going to almost look for mercy.

Repeatedly, they’ll come in and they’ll say, “Please, fire me because I can’t do this and I can’t collect unemployment if you don’t fire me.” Now, those people don’t sue you who do that. So, again, it is much safer.

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