what are some guidelines for corrective behavior? How has correction been handle
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what are some guidelines for corrective behavior? How has correction been handled at your place of employment?
228 Chapter9 Dyadic Relations and Followers TABLE 9-1 Guidelines for Correcting Performance Deficiencies Gather information about the performance problem. . Try to avoid attribution biases. . Provide corrective feedback promptly. Describe the deficiency briefly in specific terms. . Explain the adverse impact of ineffective behavior . Stay calm and professional. - Mutual identify the reasons for inadequate performance . Ask the person to suggest remedies. . Express confidence that the person can improve. Express a sincere desire to help the person. Reach agreement on specific action steps. Summarize the discussion and verify agreement.Explanation / Answer
Peformance metrics are defined for each job role and based on them performance of every employee is evaluated every month. Also, the performance of employees is continously tracked by their reporting mangers. If it is observed that employees are not performing as expected, reasons for doing so are analysed both by RM and the employees and necessary corrective actions are taken. This is a regular process.
If an employee is continuously under performing over the months, then he or she is put under PIP. PIP means Performance Improvement Plan. Under this plan, he or she gets help from peers, HRs, current RM and a mentor. Mentor would be of same level as RM but a different person. Employee is given three months time to improve with the help of above mentioned. If not improved, he or she would get terminated.
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