JAN Role-Play Training Series: Performance Management

Summary

This video highlights a challenging performance review between Abigail, an employee with health issues, and her supervisor Mike. Initially, Mike is unaware of Abigail's need for flexible work arrangements, leading to a poor evaluation and emotional distress for Abigail. After intervention from HR representative Celeste, who explains Abigail's previous accommodations, Mike recognizes the importance of understanding mental health needs. The discussion shifts towards creating a supportive work environment that values open communication and flexibility, ultimately aiming for improved performance and employee well-being.

Takeaways

• 😀 Performance reviews can significantly impact employee morale, especially when they highlight attendance issues.
• 😟 Abigail struggles with attendance due to medical issues, which her supervisor Mike does not initially accommodate.
• 📋 Flexibility in work arrangements can be a crucial reasonable accommodation for employees with disabilities.
• 💔 Mental health disabilities are often stigmatized, making it difficult for employees to discuss their needs openly.
• 👥 Team dynamics can be affected by individual accommodations, raising concerns about fairness among team members.
• 🔄 Previous supervisors, like Nora, successfully implemented flexible work arrangements for Abigail, showcasing best practices.
• 📞 Communication between supervisors and HR is essential to navigate performance and accommodation issues effectively.
• ⚖️ It's important to maintain fairness and transparency when providing special arrangements to employees.
• ✨ Open lines of communication can help supervisors and employees find mutually beneficial solutions.
• 📅 Regular follow-ups and assessments of the new arrangements can help ensure that they meet both employee needs and team goals.

Q & A

What were the main issues raised during Abigail's performance review?

The main issues included unacceptable attendance, with Abigail being late over a dozen times, maxing out her Paid Time Off (PTO), and being perceived as difficult to communicate with by her coworkers.

How did Abigail respond to the criticism regarding her performance?

Abigail defended her attendance issues by citing valid reasons related to her health and mentioned that she had provided HR with documentation from her therapist.

What request did Abigail make to improve her performance?

Abigail requested to work from home, believing that it would help her concentrate better and manage her work more effectively due to distractions in the office.

What was Mike's initial stance on Abigail's request for flexible work arrangements?

Mike initially denied Abigail's request, stating that he could not allow her to work from home without providing the same opportunity to all team members, emphasizing fairness and equal treatment.

What role did Nora play in Abigail's previous employment?

Nora was Abigail's previous supervisor who accommodated her needs by allowing flexible work arrangements, which helped Abigail manage her health issues effectively.

How did Celeste from HR assess Abigail's past performance?

Celeste reviewed Abigail's employment history and found that she had received solid performance reviews during her five years under Nora's supervision.

What insights did Celeste share with Mike regarding mental health disabilities?

Celeste informed Mike that mental health disabilities are often stigmatized, making it difficult for employees to discuss their needs. She emphasized the importance of providing reasonable accommodations.

What compromise was reached during the final meeting with Abigail?

The compromise involved setting aside the performance improvement plan and agreeing to develop a new flexible work schedule for Abigail to accommodate her needs while monitoring her performance.

What did Mike plan to communicate to the rest of his team regarding Abigail's special arrangements?

Mike planned to communicate that he was piloting special working arrangements within the department, thus framing Abigail's accommodations as part of a broader initiative rather than special treatment.

What message does the interaction convey about workplace accommodations for employees with disabilities?

The interaction emphasizes the importance of open communication, understanding individual needs, and the necessity of providing reasonable accommodations to support employees with disabilities while maintaining team morale.