Address Performance Problems with an Early First Meeting
No one should go to a performance review meeting without already knowing about their performance. Managers are responsible for telling employees the company performance standard. They should also be providing regular coaching and feedback to employees regarding their performance. So, the meeting shouldn’t be a surprise.
“Here's the TenStep guest blog post "Address Performance Problems with an Early First Meeting":
It can be difficult for a project manager to deal with team members with performance problems. You should first determine whether the behavior is impacting the project in terms of its deliverables or its deadlines. If so, the situation needs to be addressed for sure. The next question is whether the behavior may cause problems in the future. If so, then you could consider this a project risk. There are a number of potential risks including:
- A risk that the behavior will, in fact, lead to missed deadline dates in the future.
- A risk that the behavior will alienate the rest of the team and that overall cohesion and morale will suffer. This may cause the team’s performance to suffer as a result.
If the manager perceives the employee may become a significant risk, he should address this situation proactively. The place to start with personnel problems is usually to take the most direct route - a face-to-face discussion. In this discussion, the manager can discuss his perceptions of the employee’s behavior and why it will (or may) cause problems on the project. The manager understands the risks to the project and should communicate these risks to the employee.
One of the benefits of the first meeting is that the manager can share the concerns, and the employee will have a chance to tell his or her side of the story. You never know how these first discussions will progress. Sometimes they are difficult and don’t accomplish what you hope. However, sometimes the person you are talking to will agree with you and tell you the reason for his or her behavior. As a manager, if you know the causes, you might have some ability to help fix them.
The employee may have a problem in his or her personal life (which may or may not be shared). There might be personality problems between the employee and other members of the team. If you can get some sense as to the cause of a problem, you have a chance of determining a remedy.
In fact, there may be a number of remedies that the manager and employee can work on together. This includes trying to build up the employee’s communication and people interaction skills, providing continued coaching, or changing the employee’s job in a way that will allow him or her to excel. The exact solution will depend on the give and take that comes out of this meeting.
The meeting should end with some concrete commitments for addressing the problem. The project manager needs to feel comfortable that the employee will again start to engage constructively with the rest of the team. If they cannot agree on these points, the meeting will not have been totally successful and a further escalation may be necessary.