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Select for Success!

 



Are your employees surprised by their performance evaluation? If so, you may need to reconsider your orientation process.


Setting written objectives, providing training, continuous feed-back, and warning of consequences are critical steps to ensuring your time and money were appropriately invested… as well as theirs!


Whether it be an employee or practicum student, we should go into the relationship with the intention of succeeding.


Forward Looking Solutions offers Operational Guides on Amazon Kindle, as well as on-line courses at Udemy. We are also available to work directly with you to help you Look Forward and find the solution.


Excerpt from our Forward Looking Guide: Select for Success:


Redirection


There will be occasions where an employee is not meeting expectations and needs redirection; this could be in the form of additional training and support or may require other measures such as behavioural adjustment. It is paramount that you provide the necessary actions immediately as not addressing the situation can lead to the shortfalls being considered the new normal.


If progress is not as planned, ask yourself the following questions: 


Work Objectives Related:


• Did you prepare and deliver a formal Training Plan?

• Did you confirm the employee understood what was being taught?

• Were you clear when you set the Performance Objectives?

• Did you mentor the employee after the training?


If you answered ‘No’ to any of these questions, you need to revisit the process.


• Is there a personal issue affecting the work performance?


In this case, you may need to steer the employee towards resources that may assist them. 


Behavioural Related:


• Was there a criminal act involved such as theft, destruction, or assault?


If this is the case, it requires special attention and we strongly urge you seek legal council.


• Were expected behaviours articulated in writing as part of the Performance Agreement?

• Were similar issues addressed with the individual and the details documented?

• If the issues could be defined as Harassment, does your organization have a formal

Harassment Policy, and are employees issued a copy which they must sign for? In addition, do you require and document anti-harassment sessions?


Behavioural related issues require a different approach than work performance shortfalls. There are many theories on how to manage such issues which are discussed further in our Forward Looking Guide: Lead by Example.

 

Please visit us at http://forwardlookingsolutions.ca/ and send us a message at forwardlookingsolutions@gmail.com. 


For our Forward Looking Guides please visit our Amazon Kindle page: Amazon.com: Daniel W Elliot CPA CGA: Books, Biography, Blog, Audiobooks, Kindle



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