Case study
conduct a performance management meeting with the staff member Sam.
Client and Scenario:
It has been three (3) months since being moved into the new position and Sam has continued to demonstrate negativity towards other staff and not be helpful in the workplace. You have approached Sam a number of times to provide feedback however the feedback has not been taken on board. You have requested that Sam attend training for professional development and feedback from the trainers was that Sam spent most of the training either talking or on Facebook.
You have tried to provide on-the-job coaching and mentoring, positive feedback and recognise for work done well and tried to remain positive however Sam’s behaviours have reverted back to negative and poor performance. You have already provided Sam with a formal written warning about poor work performance.
• Confirm the allocated work and the resources available that were required for Sam to complete in line with performance standards, code of conduct and work outputs
• Provide information to Sam about performance management and review process
• Explain how you have monitored and reviewed Sam’s performance
• Discuss informal feedback that has been provided
• Provide positive and encouraging feedback from Sam’s performance that you have noticed
• Advise Sam of issues of poor performance
• Ask for formal feedback from Sam about the process leading up to this point
• Discuss and provide coaching on Sam’s poor performance
• Confirm whether Sam requires any HR or outside support to be present
• Discuss disciplinary actions that will take place from here
• Conduct termination if required