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How to communicate your assessment of an employee's poor performance - YouTube
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[4]
Hey Mary, did you get a chance to read your
evaluation yet?
[8]
I did.
[9]
Do you want to go ahead and discuss it now?
[12]
Sure.
[13]
Let's go over it now.
[14]
Okay.
[15]
Let's go to the conference room.
[18]
Okay.
[19]
Okay Mary, before we get started, as I said
in the evaluation, I think that you can be
[25]
an excellent fit for this position if we can
address the areas that I have outlined in
[30]
the evaluation.
[32]
Well I appreciate that, but I don't agree
with your evaluation at all.
[37]
Okay, specifically what areas of the evaluation
do you not agree with?
[42]
Well, first of all, you say, let's see, she
needs to strive to deal with the public in
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a more courteous and professional manner.
[54]
Mary, I understand that you have a lot of
traffic in your position and that a lot of
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the people you deal with on a daily basis
are stressed out, but it's imperative to your
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job that you be able to deal with those people
respectfully and in a professional manner.
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In fact, that's the very first essential function
on your job description, is the ability to
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deal with the public concerning sensitive
matters.
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A lot of those people just like to complain.
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I'm sure I'm not the only one who's had a
complaint filed against me.
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As I noted in your evaluation, it's not just
been one complaint.
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You've had multiple complaints.
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In fact, I've logged thirteen separate complaints
against you in the past year.
[100]
From who?
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That's not the point.
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You need to be able to deal with everyone
respectfully and professionally.
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I always help everyone.
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I know that some of our customers are difficult
to deal with and they are only going to continue
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to get more difficult to deal with if you're
unwilling to help them.
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I need you to be able to help anyone who walks
through that door.
[125]
Please make an effort to treat everyone with
respect.
[129]
We're depending on you for that.
[132]
Now, let's talk about your productivity.
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I do understand that you have a heavy work
load, but in the last year, I feel like I
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have had to continually remind you about certain
tasks.
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Most of the time, I complete things well before
they're due.
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Most of the time you do, I agree, but there
are certain tasks, like your monthly reports,
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that are continually late and those monthly
reports are very important, not only to me,
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but to the rest of the university.
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That's how we show the university the productivity
from our department and they need to be done
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in a timely manner.
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I can't just drop everything to do those reports
and besides, I talked to the other employees
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and they have way more leniency in the time
frame to get those done.
[181]
Mary, I've been instructed by my supervisor
to get those reports in on time and that's
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going to be our goal.
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If you have other tasks that you're performing
that are preventing you from being able to
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do those monthly reports, then you need to
come talk to me and we will look at your task
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list and prioritize what you need to do so
that those are completed in a timely fashion.
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I want you to contact the Training Division
here at the university because I think there
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could be some training opportunities that
will help you increase your productivity.
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I want you to contact them and schedule some
training related to productivity and related
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to customer service skills.
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I don't see how training is going to help.
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Nobody could get my job done.
[228]
You never know.
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I want you to contact them and schedule the
training.
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It may be something as simple as some computer
tips that will help you be more productive.
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I think that your attendance has a lot to
do with your productivity.
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When you're not here, it's impossible for
you to get your work done.
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You know that's because of my diabetes.
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I can't help that.
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I'm not referring to those absences that are
related to your FMLA.
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In the last year, I've logged at least sixteen
unscheduled absences that are not related
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to your FMLA.
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You know most of those days I missed because
my son was sick.
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Mary, I understand that our children get sick
and they can't go to school and someone's
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got to stay home and take care of them, but
you need to proactively make arrangements
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for situations like that so that you can be
at work, because we are depending on you to
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be here everyday.
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If your son has got a chronic or a serious
health condition, then you need to contact
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the Human Resources department and get family
medical leave for his condition.
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Here.
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Here's the card for the HR generalist.
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In the future, if these issues come up, I
want you to immediately contact her to get
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your medical leave started.
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I also want you to take a brochure for our
Employee Assistance Program.
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It's free, it's completely confidential, and
you can call and talk to them about any issues
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that may be preventing you from doing your
best job at work.
[333]
Just like I said earlier, if you can overcome
these obstacles, I think you can be a great
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asset to our department and I think that you
can be incredibly successful in your position,
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but no one can be responsible for your success
except you.
[348]
I know, I'm not saying I'm surprised by anything
in the evaluation.
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I'm just saying I don't agree with it.
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You have the right to agree or disagree with
anything you choose on the evaluation.
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However, I am responsible for this department.
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I'm responsible for every member of this department
and your performance is a direct reflection
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of this department.
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I need you to treat everyone in this department
with respect and being here at work everyday
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is respectful to your coworkers.
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I find it hard to believe that my absences
effect the entire department.
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We are a team and we function as a team and
if one member of that team is absent, we cannot
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function the way that we should.
[400]
Is there anything else that you feel like
we need to discuss?
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No.
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You have the right, just like I said, to agree
or disagree with this evaluation, but whatever
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you choose, you have to respond to the evaluation.
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You will have the opportunity to write a formal
rebuttal to the evaluation.
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You need to go into the eJobs system and respond
to the evaluation and I expect you to have
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that done by the end of this week.
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Fine.
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We'll get together again in about a month.
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We'll go over these issues and see what improvements
you've made.
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