What’s an employer to do when an employee is not performing in their role? Here are the top six takeaways for team leaders to help steer your workforce towards success.
1. Coaching, Corrective Action, and Discipline: The Management Trifecta
Understanding the differences between coaching, corrective action, and discipline is crucial. Coaching is all about development and improvement, corrective action addresses performance deficiencies, and discipline deals with misconduct and enforces consequences. When you know which tool to use, you can handle any situation with finesse. Your employees will appreciate the clarity and fairness that comes from understanding exactly what is expected of them.
2. The Art of Effective Coaching: Be a Ted Lasso
Great coaches lead by example, are available, authentic, and share in their employees’ goals. They set clear expectations, offer continuous support, and motivate their teams to strive for more. Ted Lasso, a fictional soccer coach, epitomizes effective coaching with his relentless positivity and personal connection with his players. So, channel your inner Lasso—be inspiring, listen actively, and remember that even small victories deserve a cheer!
3. Conducting Coaching Sessions: SMART Goals Are Your Best Friends
An effective coaching session starts with establishing trust and setting clear goals using the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound). Provide constructive feedback, listen actively, and tailor your sessions to individual strengths and development needs. Think of SMART goals as your roadmap. Without them, you and your employee are just wandering aimlessly. Clear, actionable steps make progress visible and attainable. And let’s face it, who doesn’t love crossing things off a to-do list?
4. Corrective Action: It’s Not About Punishment, It’s About Improvement
Corrective action is your first line of defense against performance issues. It’s a collaborative process aimed at identifying problems and creating a structured plan for improvement. Think of it like a performance tune-up for your employees. If they are consistently missing deadlines, sit down with them, figure out the root cause, and set clear, achievable goals.
The key here is collaboration. Corrective action should never feel like a surprise attack but rather a joint effort to get things on track. By involving employees in the process, you show that you’re interested in their perspectives and invested in their success.
5. Discipline: The Last Resort, Not the First Option
When coaching and corrective action fail, discipline comes into play. This step involves formal measures like written warnings or even termination in severe cases. Remember, discipline should be fair, consistent, and transparent. It’s about enforcing the rules and upholding the values of your organization. Think of it as the necessary guardrails that keep everyone on the right path.
6. Documentation: Your Best Defense Against Workplace Drama
Documenting coaching sessions, corrective actions, and disciplinary measures protects both you and your employees. Thorough documentation includes a description of the performance issue or conduct and ensures there is no ambiguity regarding expectations. It provides a clear record of what was discussed, agreed upon, and the steps taken. Documentation ensures transparency and fairness in all proceedings. It is your safety net in case disputes arise.
By implementing these strategies, you can avoid pitfalls and have an effective and legally compliant method of addressing performance issues.