6.5.3 Addressing performance issues

• What is the term used to describe situations where an employee's work does not meet expected standards?

  Performance issues
• An employee consistently missing sales targets or failing to meet project deadlines is an example of performance
• Gathering evidence is optional when addressing performance issues.

  False
• Match the type of evidence with its example:

  Performance Metrics ↔️ Sales figures showing underperformance

  Documentation ↔️ Written warnings from reviews

  Feedback ↔️ Customer complaints about service

  Observations ↔️ Missing project deadlines
• Steps in effectively communicating with an employee about performance issues

  1️⃣ Schedule a private meeting

  2️⃣ Start positively

  3️⃣ Clearly state the performance issue

  4️⃣ Listen to the employee's perspective

  5️⃣ Discuss solutions

  6️⃣ Set clear expectations

  7️⃣ Offer support
• When discussing solutions to improve performance, it is important to brainstorm together to find options
• Communicating with the employee promotes joint problem-solving.
• What are common reasons for performance issues according to the study material?

  Lack of training, poor motivation
• Gathering evidence ensures that decisions are based on objective information
• What is workplace stress often linked to in the study material?

  Health issues
• Gathering evidence is crucial for addressing performance issues effectively
• Using evidence allows for a fair and accurate assessment of performance issues.
• Steps for effective communication with an employee about performance issues

  1️⃣ Schedule a private meeting

  2️⃣ Start positively

  3️⃣ Clearly state the performance issue

  4️⃣ Listen to the employee's perspective

  5️⃣ Discuss solutions

  6️⃣ Set clear expectations

  7️⃣ Offer support
• What are performance improvement plans designed to help employees achieve?

  Organizational goals
• Key Performance Indicators (KPIs) are defined to track employee performance
• Performance issues arise when an employee's work meets expected standards.

  False
• Match the reason for performance issues with its description:

  Lack of Training ↔️ Inadequate skills for the role

  Insufficient Resources ↔️ Lack of tools or equipment

  Poor Motivation ↔️ Low job satisfaction or engagement

  Health/Personal Issues ↔️ Physical or mental challenges
• Gathering evidence ensures decisions are based on objective information
• Starting a performance discussion by acknowledging employee strengths can build trust.
• Steps involved in creating a performance improvement plan

  1️⃣ Identify performance gaps

  2️⃣ Set specific goals

  3️⃣ Outline action steps

  4️⃣ Establish timelines

  5️⃣ Provide support

  6️⃣ Monitor progress

  7️⃣ Adjust as needed
• What is the primary goal of corrective action in performance management?

  Improve employee productivity
• Documenting all steps and decisions ensures fairness and legal compliance