Management has requested an investigation into an individual who has been identified as a poor performer by their supervisor. I would appreciate suggestions on how best to proceed with this inquiry.
You may chalk out a PIP (Performance Improvement Plan) for the concerned employee for 2 to 3 months under the close supervision of his immediate supervisor. After completing the PIP period, an evaluation of his job performance needs to be done by the supervisor, which is to be reviewed by the supervisor's supervisor and approved by the HOD. Proper documentation should be done.
Supervisor has not given a PIP to improve performance and suggested transferring the employee to another department. This is why HR has been asked to investigate the issue to determine if the evaluation was correct.
HR may discuss with the poor performer (one-to-one) separately and also with the supervisor who evaluated performance separately to elicit information regarding whether the evaluation is correct or not.
It needs to be assessed as to whether the employee has poor skills or a poor attitude. Poor skills can be overcome by putting the concerned employee under skill training or close supervision. Poor attitude is not so easy, and the causative factors need to be analyzed, and a corrective approach is needed. But if the employee appears to be incorrigible, then further action, including termination, has to be considered.
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