When a good employee’s performance has been sliding for a while and isn’t getting better… Or that recent hire looked promising, but isn’t delivering… It happens in every industry. While it may be tempting to cut the cord, doing so comes with significant risk. That’s especially true when the problem employee has complained about discrimination, taken FMLA leave or pushed for a union, among other potential lawsuit triggers.
What’s an employer to do? Start with your company’s disciplinary policies. Likely the first step is to conduct a performance review to establish baseline expectations that go with the employee’s latest job description. With those set, you can move on to creating an effective performance improvement plan.
Patience is key. Done right, a PIP will focus on objective, achievable goals that are lawsuit proof. Done wrong, your chances of being sued because you set the employee up for failure skyrocket.
On May 26, hear practical tips in the lawyer-led webinar Don’t Trip on your PIP: From Discipline to Termination the Right Way. You will learn how to:
- Review job descriptions for accuracy and legality
- Conduct an effective performance review that motivates employees
- Follow up with a PIP if performance still lags
- End a PIP and discharge the employee based on solid, work-related reasons