Managers share responsibility for employee performance and have an active role t

Question

Managers share responsibility for employee performance and have an active role to play in the performance management cycle. Terminology that is often used to describe the actions of a manager in the performance management cycle include coaching, counseling, corrective action, progressive disciplinary plan, and termination. Define each of these terms, the circumstances under which they are utilized, and their intended purpose. You may also include a description of the terms and processes used by your organization.

Explanation / Answer

Coaching is the process of educating, instructing and training the subordinates. Through coaching the managers are helping the employees to learn the short term job related skills. Coaching is intended to help the new employees on successfully executing the job and avoid mistakes. In our team each and every new members undergo coaching from our manager on the job related skills and how to carry out the process following the rules and regulations.

Counseling is a process indented to address the work place problems including both behavioral and performance related problems. After the employees are given coaching on the job related skills, there are still chances of some problems or some of the employees may not be able to follow the topics discussed and perform like other employees. Such employees require counseling from the managers to improve their skills through improved communication. In my team our manager provides counseling to the weak members by continuously monitoring and providing feedback and suggestions for improvement for those employees.

Corrective actions are the actions taken to eliminate the negative behavior or performance issues of the employee. Some of the employees may follow negative behavior even after providing coaching and counseling. Such employees require some corrective actions to ensure proper behavior. Corrective actions can be utilized in both performance related and behavior related circumstances. When the employee makes violations of workplace rules, a behavioral corrective action would be taken by the manager which may involve advising the employee on the importance of following the rule and giving extra training to ensure compliance. In the case of performance related corrective actions, manager discusses with the employee on the performance goals and the difficulties the employee is facing to achieve the goals. Both manager and employee sit and prepare an action plan for improving the performance addressing the difficulties and the manager follows up whether the employee is meeting the goals within the timeline.

Progressive disciplinary plan is a defined as the process for dealing with the employee behaviors and performance that do not meet the standards set by the organization. It includes the steps that need to be followed in case a performance or behavior issue is found even after executing the corrective action plans. It may include an oral warning, one or more written warning, other action like suspension and termination as a last stage. Consider the circumstance where the employee makes violation of the workplace rule even after giving counseling and training on following the rules. In such cases the progressive disciplinary plan needs to be followed and appropriate action is to be taken based on the outcome. In case of performance issues if the employee does not perform even after giving required support, the employee is given warning on improving the performance.

Termination is the last step a manager follows in the performance management cycle and it is the process of ending the employment contract with the employee for nonperformance or for acting against the policies. The manager chooses termination only after considering the performance disciplinary plan and found it to be ineffective in managing the performance. In the circumstances involving behavioral issues, the manager terminates the employee when the employee does not improve even after written warnings and giving punishment like suspension. In performance related circumstances, the manager thinks about termination if there is no chances of improving performance after trying to help the employee by following every stages of the performance management including coaching, counseling, corrective action and progressive disciplinary plan. One of my colleagues was terminated last month as he was not able to improve performance even after rigorous coaching, feedback sessions, training and warnings.

Related Questions

Navigate

• Browse (All)
• Browse M
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.