| Being a manager is a huge responsibility because you | | | | A supervisor should also be able to provide a record |
| have the task of bringing out the best in your | | | | of an employee's poor performances in the past, and |
| employee. You have to work extra hard to encourage | | | | assess how these can be improved in the future. |
| employee performance improvement. If you’re a | | | | Another important thing to keep in mind is that you as |
| manager and your goal is to change an | | | | a manager, should focus on the goals on hand to be |
| employee’s behavior, you might have to make | | | | able to retain the good relationship with your employee. |
| some adjustments in the manner of dealing with some | | | | Frustration and anger can sometimes affect the |
| employees. | | | | working relationship between the manager and the |
| For instance, when you place someone on disciplinary | | | | employee. So try to stay calm and increase feedback |
| action, managers frequently make the mistake of | | | | to boost improvement in behavior. It will also help you |
| concentrating only on documenting negative employee | | | | succeed if you use a performance improvement plan |
| behavior rather than focusing more on guiding the | | | | that has a set of specific goals given to the |
| employee. Although documentation is important when | | | | employees in question. |
| the behavior is not amended and additional steps in the | | | | The plan outlines the specific areas where the |
| discipline process are necessary, managers should | | | | employee must improve. This is made to promote |
| also hope that their employee can successfully | | | | favorable discussion between employee and his |
| improve rather than expect the worst. | | | | supervisor and to make clear the job performance to |
| As a manager you should be able to identify the | | | | be improved. If goals are clear, employee performance |
| specific work attitude or behavior that needs to be | | | | improvement can be more attainable. |
| changed. Usually, the problems with an employee’s | | | | For employee who may receive a performance |
| performance is identified as a need for improvement | | | | improvement plan (PIP), this may a lear warning for |
| of work-related abilities like communication, or a | | | | you to shape up and follow established procedures. |
| task-related skill like data entry, written communication, | | | | Not doing so could lead to dire consequences; in worst |
| and public speaking. | | | | cases – termination. |