Basic steps through the performance management process for supervisors.

1. Underground Vaults and Storage, Inc
Performance Management 4/2009
Performance Management
(How to get your employees to do
what they need to do, and why
they don’t just do it to start with)

2. Underground Vaults and Storage, Inc
Performance Management 4/2009
Overview
• Purpose of performance management
• Problems with the general concept
• 2 types of problem performers
• 16 reasons for poor performance
• Roles of the manager/supervisor in
performance managing
• Corrective Action process

3. Underground Vaults and Storage, Inc
Performance Management 4/2009
Purpose
• Managers must do specific things at
specific times to influence performance
outcomes
• Work planning
• Follow up
– To maintain performance
– To improve performance

4. Underground Vaults and Storage, Inc
Performance Management 4/2009
Problems with concept
• Negative connotation
• What do you think of? Detective snooping
around? Digging up dirt on an employee?
Tattle-telling? He said – she said
conversations?
• New phrase to consider;
– Preventive Management – like preventative
maintenance- keeps things running right by
denying people the opportunity to fail

5. Underground Vaults and Storage, Inc
Performance Management 4/2009
2 types of problem performers
• Deadbeat employee
– Misses work (sick, time off, late)
– Does just enough to stay employed
– Actively and openly critical of company
– Always unhappy with policy or company
direction
– Complain, gossip, criticize
– Impacts workplace negatively, constantly,
insiduously and their attitude ‘snowballs’

6. Underground Vaults and Storage, Inc
Performance Management 4/2009
The Deadbeat
• Figure out what went wrong
• Do something about it
Last resort;
• Move on to next employment opportunity

7. Underground Vaults and Storage, Inc
Performance Management 4/2009
2 types of problem performers
• Someone not meeting expectations
– Miss deadlines
– Procrastinate
– No initiative
– Defensive to coaching
– Underperforming capabilities
– Not fully engaged

8. Underground Vaults and Storage, Inc
Performance Management 4/2009
16 reasons for poor performance
• They don’t know why they should do it
• They don’t know how to do it
• They don’t know what they are supposed
to do
• They think your way will not work
• They think their way is better
• They think something else is more
important

9. Underground Vaults and Storage, Inc
Performance Management 4/2009
16 reasons for poor performance
• There is no positive consequence
• They think they are doing it
• They are rewarded for not doing it
• They are punished for doing what they are
supposed to do
• They anticipate a negative consequence
• There is no negative consequence for
performing poorly

10. Underground Vaults and Storage, Inc
Performance Management 4/2009
16 reasons for poor performance
• Obstacles beyond their control
• Their personal limits prevent them from
performing
• Personal problems
• No one could do it

11. Underground Vaults and Storage, Inc
Performance Management 4/2009
It’s up to YOU
• Set performance expectations
– Clear, Concise, Comprehensible, Correct
• Collect data to measure performance
– Facts, reports, documented, objective
• Compare results and expectations
– Honestly, equally
• Corrective action if needed

12. Underground Vaults and Storage, Inc
Performance Management 4/2009
Corrective Action
Step 1;
Verbal
Step 2;
Written
Step 3;
Final
Termination

13. Underground Vaults and Storage, Inc
Performance Management 4/2009
Corrective Action
• Not easy
• Employees expect you to fix the problem
• Employees should know before they
receive corrective action that they are
underperforming
• Next up, Difficult Conversations