JAN Role-Play Training Series: Performance Management

[gordonagent]

What a great presentation. I am doing distance studies and I don't have the classroom experience but I read heaps around subjects and search because I am getting all this information but sometimes find it difficult to align it all. This videa was awesome because you covered so many points practically in the interview. Great job guys

[polokopuling]

This presentation is great and highly recommendable for supervisors. Many employees have challenges as far as performance appraisals are concerned because they are interpreted as a crucifixion for them. As employees we interpret performance appraisal as a process which employers often time use to interrogate and expose employees weakness at workplace and a way of dismissal from work. Often times employers fail to consider flexibility as another principle they could apply to make their employees fruitful and perform to the best of their abilities. So thank you for the role play which have clearly displayed both the good and the ugly and the good ending.

[kevinpatterson]

Mike screwed up in about a zillion ways here…starting with the fact that the first time that Abigail seemed to have heard this feedback was during her performance review. Nothing discussed in an annual review should ever be a surprise.

Secondly, you never ever put someone on a PIP without clearing it with your management and HR (If for no other reason then you want to have cover when the person leaves your office and immediately complains). If Mike had tried to enforce that PIP, HR would have struck it down in 30 seconds flat - as they would have rightfully feared the wrongful termination suit that Mike set the table for (And Abigail would’ve known for the future that all she has to do to get a get out of jail free card is run crying to HR because her boss is a loose cannon). In some ways, Mike was probably hoping that she would simply walk at that point… But he’s extremely lucky that she didn’t, because one of the first three phone calls that she would’ve made (once one of her friends schooled her to her rights) would have been to a lawyer.

Lastly, Mike could use some help in gaining better emotional intelligence. Even at the end, his delivery was very awkward and forced (almost like “ I don’t really want to be doing this Abigail, but HR is strong arming me into this so I’ll go through the motions so that they’re off of my back”.). Many employees will see right through this facade. When that happens, many of those employees either become disenfranchised, demotivated, or problem children. All of which could’ve been avoided by simply doing right by your employees in the first place.

However, Abigail and Nora are not innocent here either… Because that accommodation that was put in place should’ve been documented (And not handled as a sweetheart deal that Nora simply cooked up). Fast-forward the clock to when Abigail left Nora’s team for Mike, and he had no idea about any of this(And even though Abigail said that the absences in the reasons were document with HR, it doesn’t seem like he was made aware of any of that). This set the table for there to be a performance concern, Because it’s far as Mike knew she was simply shirking her responsibilities.

[tryingagain]

This was great. 🥺 You have to check in with employees, some aren't intentionally performing poorly

[lahoktc]

Very good instructional material! Thank you so much for this <3

[yattakatta]

This is great!!!! hope Managers will pay keen interest to this video, .

[nathankarthikeyan]

A good video... A lesson for all the managers...

[dennimulyawan]

It's happening right now due to Covid-19.. flexible working arrangement.. great role play btw.. thanks...

[indian]

I have a problem of not able to Express my thoughts and views when having discussion with my supervisor. I dont get words in my mind and sometimes I get tensed. Don't know how to overcome this problem.

[alisonj]

Thank you. This was excellent guidance on both sides of the issue.

[walboyfredo]

2:09 "I run a tight ship" - BUT NOT A HAPPY SHIP!!!, 7:13 "She didn't tell me she had a disability", well you didn't ask if you had issues the needs to be addressed?. In the end of the day Mike "painted the wrong picture!" about her performance.

At least he was wise enough to to get in touch with HR, otherwise it would have been the case that the PIP would be in place and have a dispirited- demotivated, demoralised worker.

Plus that PIP would have taken a fair bit of time to cover as well-it would have been a waste of time for everyone!

[yespub]

This is really about bosses with low self-esteem and control issues.

[sportsfast]

Oh no, I remembered once I completed my Toastmasters engagement, I didn't even be given a chance to set aside the PIP plan and let me have one month or two-month grace period before proceeding to PIP. I should talk to my manager about my concerns and let her reconsider my PIP later. Perhaps, the outcome will be different. Haizz, what a green me! Should learn how to defend my right. In short, open communication is vital.

[makazumbacorisco]

Ótimo vídeo. Muito obrigado por compartilhar

[nhihoang]

What is the role of HR in this situation?

[jackd]

If we believe a remote working situation does not support a face-to-face team approach we decide is necessary to succeed, an associate"s disability does not matter. The job requirements dictate who we put in any role.

[-second-HACKS]

Government departments! Sheesh! They have no idea how an effective and competitive work environment needs to operate. This is great for employment in a community centre. That's probably where the lady needs to be. That environment isn't suitable and will only exacerbate her condition.

[Bazaras]

totally unrealistic first time seeing HR actually working for the employee :D

[laaika]

Is this a joke? For me this is the opposite world! Why do they have to give priority to the mental issues of Abbi, above the well being of the company. I find the first response of the employer completely reasonable and understandable and he shouldn't deviate from it. You cannot make a ton of exceptions, that is just not workable. If she has mental health issues she needs to take her responsibility and solve them instead of burdering the company with it. I cannot imagine me expecting exceptions from my boss for personal reasons?!