How to communicate your assessment of an employee's poor performance

Summary

In this transcript, a manager discusses a performance evaluation with an employee, Mary. Key issues include her professionalism when dealing with the public, her inconsistent work productivity, and absenteeism. The manager emphasizes the importance of respect, punctuality, and meeting deadlines. Despite Mary’s disagreement with the evaluation, the manager suggests training to improve skills and offers support through HR and the Employee Assistance Program. The discussion ends with a reminder for Mary to respond to the evaluation and a follow-up meeting in a month to review progress.

Takeaways

• 😀 Mary disagrees with the evaluation and expresses that she does not agree with the points raised.
• 😀 The supervisor stresses the importance of treating the public respectfully and professionally as part of Mary's job requirements.
• 😀 Multiple complaints (13) against Mary have been logged in the past year, not just one.
• 😀 The supervisor reminds Mary of the importance of timely completion of monthly reports, highlighting that they are crucial for the department's productivity.
• 😀 Mary defends her position, stating that other employees have more flexibility in completing reports.
• 😀 The supervisor recommends training opportunities to help Mary improve her productivity and customer service skills.
• 😀 Attendance is an ongoing concern, with the supervisor noting 16 unscheduled absences in the past year unrelated to FMLA.
• 😀 Mary is advised to contact Human Resources for family medical leave if her son’s health condition requires her to miss work frequently.
• 😀 The supervisor encourages Mary to take advantage of the Employee Assistance Program for any personal issues affecting her work performance.
• 😀 The supervisor concludes that Mary's success depends on her overcoming the outlined challenges and that her performance reflects the entire department.
• 😀 Mary is required to formally respond to the evaluation in the eJobs system by the end of the week, with the supervisor planning to review her progress in a month.

Q & A

What is the primary reason for the supervisor’s concern about Mary’s performance?

The supervisor is concerned about Mary’s customer service interactions, her productivity (especially in completing monthly reports on time), and her attendance. These areas are directly impacting her overall performance and the department.

How does Mary respond to the supervisor’s evaluation?

Mary disagrees with the evaluation, particularly with the feedback regarding her professionalism and productivity. She feels that the evaluation doesn't accurately reflect her performance.

What specific issue does the supervisor highlight regarding Mary's customer service?

The supervisor points out that Mary needs to be more courteous and professional when dealing with the public. This is seen as a critical part of her role, especially since she handles sensitive matters as part of her job.

What does the supervisor say about the number of complaints filed against Mary?

The supervisor mentions that there have been 13 separate complaints logged against Mary in the past year, indicating a recurring issue with how she handles customer interactions.

How does Mary justify her behavior regarding the complaints?

Mary argues that many of the individuals she deals with are difficult and often just want to complain. She feels she is not the only one receiving complaints.

What are the supervisor’s expectations regarding Mary's productivity?

The supervisor expects Mary to complete her tasks, particularly the monthly reports, in a timely manner. These reports are vital for showing the productivity of the department and need to be submitted on time.

How does Mary respond to the feedback on her productivity?

Mary claims that she usually completes her tasks before the deadlines but feels that the reports are the only issue. She also points out that other employees seem to have more flexibility in their timelines.

What does the supervisor suggest to help Mary improve her productivity?

The supervisor recommends that Mary contact the Training Division to schedule training that could help her improve both her productivity and customer service skills. The supervisor also suggests that Mary might benefit from learning new computer tips.

What is the supervisor's stance on Mary's attendance?

The supervisor acknowledges that Mary’s absences due to her diabetes are covered by FMLA, but is concerned about the 16 unscheduled absences that are not related to her medical condition. The supervisor emphasizes the importance of Mary being present at work regularly.

How does the supervisor suggest Mary manage her absences in the future?

The supervisor advises Mary to proactively arrange for coverage when her son is sick and, if necessary, to contact Human Resources to set up Family Medical Leave if the situation with her son’s health is ongoing.

What actions are expected of Mary after the evaluation discussion?

The supervisor expects Mary to submit a formal rebuttal to the evaluation through the eJobs system by the end of the week. Additionally, Mary is advised to reach out to the Training Division for additional support and take steps to address her attendance and productivity issues.