Management asked to conduct an investigation on a person who is evaluated as a poor performer by his supervisor. Please suggest how to do it. Azad Bhuiyan
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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.
From India, Aizawl
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651From India, Aizawl
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Supervisor has not given PIP to improve performance, and suggested to transfer the employee to other dept. This is why, HR has been asked to investigate the issue if the evaluation was correct.
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HR may discuss with the poor performer (one-to-one) separately and also with supervisor who evaluated performance, separately, and elicit information regarding if evaluation is correct or not.
From India, Aizawl
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From India, Aizawl
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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.
From India, Mumbai
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From India, Mumbai
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Performance Improvement Plan.doc