BAJAN SUN MAGAZINE
DEC 2014
Step 3
Step 4
Create and share benchmarks for the
employee. Poor performance may be the
result of many factors like poor time
management, lack of priority management,
inability to fully understand the task, job, or
assignment, and inefficient or insufficient
co-worker involvement. Develop a short,
clear list of actions to correct the
performance and have it available to share
with the employee. To stimulate dialog, ask
the employee how he feels about the goals
and if he is confident of attaining each
benchmark.
Reevaluate the employee performance
regularly. You want to use the opportunity
to make observations of the employee’s
improvement or non-improvement. Do so
in a positive way, regardless of whether the
employee has shown growth. In the former,
use the follow-up evaluation as a means of
encouraging more growth; in the latter,
emphasize the positive aspects, but include
areas to improve.
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