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 their immediate supervisor. After completing the PIP period, an evaluation of their 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.
The supervisor has not given a PIP to improve performance and has 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 in a one-to-one meeting separately and also with the supervisor who evaluated the performance separately to gather information regarding whether the evaluation is correct or not.
It needs to be assessed 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 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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