Business Builder Bob - Corrective Action #6

In the first post on this subject we discussed the need to immediately point out unacceptable behavior...stop it immediately without embarrassing the individual. Then meet later to talk about corrective action. Performance issues usually build up and can be planned for. Either way, here are some things to think about in preparation for your corrective action session.

First there are some obvious planning questions. What is the difference between the individuals performance/behavior and the minimum required? How did their performance negatively impact you and/or the organization?

Check your company policy to make sure you are documenting the corrective action and determining consequences consistent with the policy requirements. If you do not have a company policy, corrective action usually takes 3-4 attempts before termination can be considered. Escalating consequences are typically 1) first written warning, 2) second written warning, 3) suspension, and 4) termination.

Here are some less obvious things to think about ahead of your session. Does the impact on you and or the organization really merit corrective action? Once you start down this path, it is hard to back up without losing some credibility.

Also, are there things beyond the individual's control that are affecting their performance. This may be cause to turn your attention to a systemic issue, rather than individual corrective action.

Gather your thoughts, prepare for the 8 steps for a best practice corrective action and you will greatly improve your success rate turning these situations around.

Bob Tetu
Business Builder Bob