Examples of performance counseling

Counseling for Poor Work Performance, Habits, or Conduct

Performance Counseling is especially important when an employee exhibits poor work performance, poor work habits, or unsatisfactory conduct. Supervisors can solve most work performance or behavioral problems by appropriately counseling an employee. When a supervisor recognizes the need to address a work performance or behavioral problem, he or she should consider the following:

  • Meet with the HR Client Partner to discuss the performance habits, conduct, or concern

  • Have a confidential meeting with the employee to discuss the performance issue

  • Outline the problem and explain how it affects department operations

  • Explain how the employee’s actions fail to meet performance expectations

  • Provide the employee an opportunity to explain his or her behavior

  • Clearly outline what the employee is expected to do and how he or she is expected to perform

  • Clearly outline the consequences of failing to resolve the problem

  • Establish a timeline for improving performance/behavior

  • Give the employee a written summary of the confidential meeting, including the performance improvement plan

  • Offer reasonable support for a successful outcome

  • Follow up with the employee to determine if the situation is resolved or if further corrective action is required

Serious Conduct Problems

More serious conduct problems could require a supervisor to impose stronger and immediate corrective action than counseling, including, but not limited to removing the employee from the workplace. For instance, if an employee’s conduct is considered a threat to the health and safety of other employees, a supervisor should impose the corrective measure and contact their HR Representative as soon as possible. For any questions on how to address a serious conduct problem, please contact your HR Representative.

When Performance Counseling is Not Enough

If poor work performance or a behavioral problem continues after an employee is given a reasonable amount of time and support to correct the situation, supervisors are responsible for employing the Progressive Discipline Processto address the problem. In addition to counseling, there are several forms of progressive discipline available:

  • Issuing a Written Warning

  • Probation for Poor Work Performance or Work Habits

  • Disciplinary Suspension

  • Termination

Supervisors should be familiar with all forms of progressive disciplineand should consult with their HR Client Partner about when and how to correctly apply each form of progressive discipline. It is important to address a performance or behavioral problem as soon as possible.

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