Question

For this discussion forum, consider a circumstance where poor employee performance was observed in the workplace (or you are familiar, via research, where this occurred in an organization). An example could be the poor performance of a co-worker, excessive absenteeism in the workplace, or disrespect exhibited between/among employees..

-Briefly discuss the situation you experienced above and present 2 strategies a manager should use to address the poor performance of the employee.

-Discuss how you would specifically evaluate the success and/or failure of these recommendations. What tools or models to determine the success/failure of these strategies.

Answer 1

Two strategies a manager can use to address poor employee performance are identification and communication, and training and development. The success of these strategies can be evaluated through performance metrics, 360-degree feedback, and employee engagement surveys.

Step-by-step explanation:

When addressing poor employee performance in the workplace, there are two strategies a manager can use:

• Identification and Communication: The manager should identify the specific performance issues and communicate them clearly to the employee. This can be done through regular feedback sessions, one-on-one meetings, or performance improvement plans. The manager should provide specific examples of the employee's poor performance and explain why it is a problem.
• Training and Development: If the poor performance is due to a lack of skills or knowledge, the manager should provide training and development opportunities to help the employee improve. This can be in the form of workshops, courses, mentoring, or on-the-job training.

To evaluate the success or failure of these strategies, the manager can use various tools and models:

• Performance Metrics: The manager can track the employee's performance using objective metrics, such as sales numbers, customer satisfaction ratings, or productivity measures. If the employee's performance improves based on these metrics, it can be seen as a success.
• 360-degree Feedback: The manager can gather feedback from the employee's colleagues, subordinates, and superiors to assess their perception of the employee's performance. If the feedback indicates an improvement in the employee's performance, it can be considered a success.
• Employee Engagement Surveys: The manager can conduct surveys to gauge employee satisfaction and engagement levels. If the employee's satisfaction and engagement increase after implementing the strategies, it can be a sign of success.