Labor is an enormous cost for businesses of all types and knowing this it makes it that much more important that those employees are performing to a desired standard continuously. If we ever discover that a staff member(s) is falling short of the desired standard we have established we must produce a plan to improve their performance. For each day that we allow to pass by without taking action is another day our company is losing money that is hard to come by.
In order to know if a staff member is performing to a desired standard we must first establish those standards. Secondly, it is equally important that any standard we establish must be a standard that is measurable, or it will be impossible for us to take action. Therefore, if your business produces a widget it is very important that you understand how much labor it takes to produce it.
It is important to know if our standard is measurable. The key to producing any performance standard is to separate all the tasks that are necessary to accomplish the overall objective into smaller individual measurable ones. By breaking the tasks down it will help us determine what the employee may need help with. For instance if we are comparing this with a sport like baseball and the player is having trouble with their swing we would break the swing down into individual movements, i.e., stance, foot movement, upper body movement, bat location, etc.
Therefore if we are trying to produce a widget like we talked about above it is crucial that we determine each step necessary that is required to accomplish making a great widget. The most effective way to accomplish this is to time and count every necessary step that is required in order to make an acceptable widget. The next important process is to record every step that must be performed so that you can then evaluate the employee performing them for you.
Now that you are able to determine what the problem is it is the time to formally produce an employee performance improvement plan so that you can hold the employee accountable. The performance plan should list the necessary steps, such as training, that you have determined will bring the employee up to standard. The plan should also have agreed upon time tables, provided they are reasonable, that the employee will have to meet. Those time tables should include several check points along the way to insure progress is being made.
Like all things in business it is very important that you document every aspect of the progress an employee is making within your performance improvement plan. Although it is never our intention, there are times when an employee will not be able to meet the minimum standard we have established and therefore we will be forced to terminate them. In the unlikely event an employee files a law suit against you for wrongful discharge your performance improvement plan and the documentation within it will be extremely valuable.
In order to know if a staff member is performing to a desired standard we must first establish those standards. Secondly, it is equally important that any standard we establish must be a standard that is measurable, or it will be impossible for us to take action. Therefore, if your business produces a widget it is very important that you understand how much labor it takes to produce it.
It is important to know if our standard is measurable. The key to producing any performance standard is to separate all the tasks that are necessary to accomplish the overall objective into smaller individual measurable ones. By breaking the tasks down it will help us determine what the employee may need help with. For instance if we are comparing this with a sport like baseball and the player is having trouble with their swing we would break the swing down into individual movements, i.e., stance, foot movement, upper body movement, bat location, etc.
Therefore if we are trying to produce a widget like we talked about above it is crucial that we determine each step necessary that is required to accomplish making a great widget. The most effective way to accomplish this is to time and count every necessary step that is required in order to make an acceptable widget. The next important process is to record every step that must be performed so that you can then evaluate the employee performing them for you.
Now that you are able to determine what the problem is it is the time to formally produce an employee performance improvement plan so that you can hold the employee accountable. The performance plan should list the necessary steps, such as training, that you have determined will bring the employee up to standard. The plan should also have agreed upon time tables, provided they are reasonable, that the employee will have to meet. Those time tables should include several check points along the way to insure progress is being made.
Like all things in business it is very important that you document every aspect of the progress an employee is making within your performance improvement plan. Although it is never our intention, there are times when an employee will not be able to meet the minimum standard we have established and therefore we will be forced to terminate them. In the unlikely event an employee files a law suit against you for wrongful discharge your performance improvement plan and the documentation within it will be extremely valuable.
About the Author:
For more information on how to develop an performance plan visit Greg's website, Good Leadership Skills for Life. In addition, as a special bonus Greg has also provided many free performance improvement plan examples.
via oneofthebest
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