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Public and private sector organizations alike struggle with poor performing employees. Lengthy appeals, fear of lawsuits, burdensome documentation, conflict avoidance, and costs of hiring replacements all deter supervisors from taking action. As more organizations shift towards performance management systems without ratings, many supervisors are left asking: “How will I hold problem employees accountable?”Learn how one government organization is taking a systematic approach to address these issues outside of the traditional annual appraisal cycle.At the end of the session, you will be able to:
- Articulate the real impact of poor performance and misconduct, even if exhibited by only one or two employees.
- Describe a systematic approach to addressing poor performance and misconduct that does not rely upon end-of-year ratings.
- Introduce tools and techniques that empower managers to take corrective action early and often.