Management asked to conduct an investigation on a person who is evaluated as a poor performer by his supervisor. Please suggest how to do it. Azad Bhuiyan
You may chalk out a PIP (Performance Improvement Plan) for the concerned employee, for
2 to 3 months under close supervision of his immediate supervisor. After completing PIP period,
again evaluation of his job performance need to be done by the supervisor which is to be reviewed by the Supervisor's Supervisor and approved by HOD. Proper documentation should be done.
From India, Aizawl
6252 to 3 months under close supervision of his immediate supervisor. After completing PIP period,
again evaluation of his job performance need to be done by the supervisor which is to be reviewed by the Supervisor's Supervisor and approved by HOD. Proper documentation should be done.
From India, Aizawl
Supervisor has not given PIP to improve performance, and suggested to transfer the employee to other dept. This is why, HR has been asked to investigate the issue if the evaluation was correct.
HR may discuss with the poor performer (one-to-one) separately and also with supervisor who evaluated performance, separately, and elicit information regarding if evaluation is correct or not.
From India, Aizawl
From India, Aizawl
It needs to assessed as to whether the employee has poor skills or poor attitude. Poor skills can be overcome by putting the concerned employee under skill training or close supervision. Poor attitude is not so easy, and the causative factors need to be analysed and a corrective approach is needed. But if the employee appears to be incorrigible then further action including termination has to be thought of.
From India, Mumbai
From India, Mumbai
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