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| *Ostroff, Fair and Company>>>Other - Careers & Employment |
How do write an action plan for a trouble associate on the job.? |
When I try to coach her on her performance, she becomes defensive and combative. At times she can be dismissive and condensending. Her deportment is very negative and outright rude. She borderline insubornate. write the specific things she must improve, and what "improved" would look like. Give specific examples of the inappropriate behavior (e.g. "when Todd asked for the file, you said he should be able to find it himself"), rather than "you are rude to fellow associates" which leaves room for varied interpretation. Also, if she denies or disbelieves the issues, have another manager or group leader with you for the discussion so in the future, it does not become a "he said, she said" argument if it comes to termination of her employment. Good Luck Source(s): Had to do this many times in my career. Why is she still there? If you must keep her then have her atttend training that she must be graded on if possible. What does your Human Resources Dept. say? They should have guidelines for you or proceedures. Can you transfer her to another position? There are laws to follow and your company should be guiding you. If you are in a state that allows it then just give her her walking papers as she is wasting your time and preventing a good employee from filling her spot. Well, you start by using better grammar and spelling than you are demonstrating here. Next you, describe what the person is or is not doing rather than who they are - in other words, you make a statement such as, "you've failed to turn in your reports for the last three weeks," instead of "you're lazy and slow." The first is fact; the second is a personal attack. Once you've described the situation and what the person is/is not doing, you state what has or has not happened as a result. For example, "you failed to submit your reports for the past three weeks. This meant that Susi had to work late to cover your work as well as her own. In addition, I received a memo from corporate asking where the report were, which was embarrassing to me and the rest of the team." Now talk about what will happen as a result. "Jill, you must submit all of your reports on time, effective immediately. If you miss another report submittal, further disciplinary action will result, up to and including the termination of your employment." Then follow up - make sure Jill submits the reports she's supposed to be sending. Write her up again if she fails to meet the performance standards you set, or suspend/terminate her, based on your company's disciplinary policy. You should also get your HR person involved since they know your policies best. Good luck. |
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