Document Chunk
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Section : Step 4 - Agree on a solution
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the "Using best practice to manage underperformance" section, specifically detailing the collaborative process between managers and employees to develop solutions for performance issues. It emphasizes the importance of employee involvement in creating a performance improvement plan that outlines necessary changes and support for enhancing their performance.
Text Content
After discussing the problem, you and your employee should work together to find a solution. Employees are more likely to improve their performance if they feel they have contributed to this process. When developing a solution, you should:
- make sure the employee understands the change you require
- explore ideas by asking open questions. For example, ask the employee 'what can we do to improve this in future?'
- suggest ways to fix the problem, and invite the employee to make suggestions as well
- offer appropriate support and assistance, such as training, mentoring, or adjustments to the employee's duties
- reinforce the value of the role the employee performs. Consider recording the agreed actions in a performance improvement plan. This is a document that sets out what the employee needs to do to improve their performance. It should:
- What is the main purpose of discussing the problem with an employee?
- How can involving employees in the solution process impact their performance?
- What are some key steps to take when developing a solution with an employee?
- Why is it important to ask open questions during the problem-solving process?
- What types of support can be offered to employees to help them improve their performance?
- How can reinforcing the value of an employee's role contribute to their motivation?
- What is a performance improvement plan and what should it include?
- In what ways can an employee contribute suggestions for solving a problem?
- How might recording agreed actions benefit both the employee and the employer?
- What are the potential consequences of not involving employees in the solution process?