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When corrective feedback and support hasn’t led to improved employee performance, a more formal warning that clearly informs the employee that their job is in jeopardy is usually the next step. Here is an example of a formal performance warning in writing.
We know it can help to see samples of this sort of thing, so here’s a sample evaluation of a struggling employee.
A coaching-out conversation is aimed at convincing an employee that continued tenure in the role doesn’t make sense and agreeing on a smooth transition plan.
Managers often struggle to find the right words to use when letting an employee go, so here’s a sample script.
Progressive discipline consists of a brief series of increasingly serious warnings, culminating in dismissal if an employee fails to improve sufficiently – and lets your staff know that they won’t be fired without first knowing about your concerns.
Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.
Un plan de mejora del rendimiento (PIP) es un plan escrito con pasos claros para ayudar a su personal a alcanzar el nivel de rendimiento esperado para su función. Este kit de herramientas incluye dos recursos: 1) una hoja de trabajo de preparación para gerentes, que puede ser útil tanto si se está preparado para un PIP formal y 2) una plantilla para un Plan de Mejora del Rendimiento por escrito que puede rellenar y compartir con su miembro del personal.