| • |
Maintain good records of job performance
including tardiness, absenteeism, and goal achievement,
including the impact this has on the work unit, department
and organization as a whole.
|
| • |
Have
an informal meeting with the employee to allow
the supervisor to outline their concerns as they relate
to performance. Use the documentation as noted above. |
| • |
Invite
employee input. There may be valid reasons for
the employee’s declining performance. Sometimes work
performance issues may be caused by problems outside of
work.
|
| • |
Set
clear performance goals that are time-limited,
measurable, achievable, believable and realistic.
|
| • |
Let
the employee know that both the supervisor and
the organization care. Inform them that help is available
through PERFORMA’s EAP service. Stress that the EAP
is free, confidential and voluntary. The EAP should not
replace the organization’s disciplinary process, but
will assist in helping the employee make behavioral changes.
|
| • |
Supervisors
should ask if the employee would like to set up
an appointment and strongly recommend doing so. Supervisors
are encouraged to make appointments while the employee is
still present, but should not insist……….
Remember, the decision to use PERFORMA’s EAP is up
to the employee. The supervisor’s job is to encourage
utilization. |
| • |
Remind
the employee of work responsibilities and the areas
that require improvement.
|
| • |
Set
a follow up meeting to review the employee’s
progress.If a supervisor works at a PERFORMA contract company
and needs a supervisory consultation, they should call PERFORMA
before meeting with the employee. |
