BSBMGT502 Manage People Performance Management Editing Services

Task 1 – Underperformance Management 

Name of the Organization: Coles Supermarkets

Coles Supermarket put team members and customers at the heart of the business. Coles value who they are and what they believe in. They focus on being better every day and their shared understanding that binds the employees together and guide the way they initiate their social work.

Underperformance of Staff Member # 01 – Michael Carter (Casual Employee)

Behavioural issues observed: Michael Carter has been working at Coles Supermarket Brunswick for three months now but has been observed to come in late regularly to his shift which starts at 7:00 am. The range of lateness has been observed to range from 20 minutes to 30 minutes on a regular basis. This has been monitored on the sign in/sign out software at Coles.

The result of being late to work:

Being late impact multiple areas of the business, including other employees and the company's bottom line. Employers must handle frequently late employees quickly and in accordance with a set lateness policy to prevent the situation from escalating. The use of a clear late policy in writing and available for all employees to view ensures everyone is treated the same. Other aspects can cause the following:

Productivity Loss

1. An employee who isn't working when he's supposed to is an immediate loss of productivity.

Customer Dissatisfaction

Late employee disruptions affect time-sensitive areas of the job, such as customer service.

Management Problems

Allowing one or more employees to come in late frequently can undermine the employer's management team.

Possible ways of not being late:

1. Give yourself enough time to get ready if you want to learn to be on time.
2. Don't give yourself permission to be late by making excuses for it.
3. Allow ample time for your journey.
4. Avoid overextending yourself by scheduling too many appointments around the same time.
5. Refrain from accepting invitations that you cannot realistically fit into your schedule.
6. Always give yourself more time than you need to get there.

Possible reasons why the employee is being late:

Here are some of the real reasons your employees are always late.

1. They lack passion for their job
2. They are simply lazy
3. They do not feel appreciated or valued
4. Their job is not challenging
5. Lack of downtime: Downtime is one way a worker gets rid of fatigue – whether mental or physical.

Performance Improvement Plan

Meeting with Michael Carter

Prior to commencing any formal unsatisfactory work performance process, the employee's supervisor/manager must attempt to informally discuss the performance issues with the employee which in this case why he is being late so that he does not feel ambushed. Also allowing Michael Carter to bring along a support person of his choice to the meeting, if he wants to.

The supervisor/manager must consider organisational or personal factors that play a role in the employee’s unsatisfactory work performance and consider alternatives to the unsatisfactory work performance process to address the problem.

Unsatisfactory work performance should be addressed as and when it arises to provide employees with support and assistance to improve their performance at the earliest opportunity.

Supervisors/managers should not wait until an employee’s end of cycle performance review to address issues of unsatisfactory work performance.

Supervisors/managers must seek the advice of the Human Resources Department prior to commencing any formal unsatisfactory work performance process.

During the meeting

During the meeting, use your summary to guide what has to be said to Michael Carter and everything that needs to be covered to why he is late. It is important to make sure to invite him to respond to what has been explained to him and give them the opportunity to explain their reason. Ask them what they think can be done to improve their performance. Keep an open mind, actively listen, and ask open questions when you want to find out more. What the employee says may influence how you decide to move forward with the employee.

After the Meeting

After the meeting the reviewer needs to make notes of what was discussed in the meeting, including anything that you covered that wasn’t in your summary, as well as anything the employee said.

Underperformance Meeting Plan

Devising a solution and initiating a performance improvement plan:

The following steps will need to be initiated to improve the performance of the employee:

Plan

It is imperative to initiate a performance improvement plan in order to improve his performance. Identifying why Michael is late is important and fixing that problem to improve his performance.

Meet with Michael

Next, explain what Michael needs to do to improve his performance and the possible support that can be provided to him. It is important to give him a reasonable time to plan on how to tackle his problem and later setting a future date to further assess his punctuality and performance.

It is also important to explain Michael the consequences of his actions if he does not fix his problem.

Both the employee and the employer needs to sign and keep a copy of the plan.

Monitor

Monitor your employee’s performance while the plan is in place. Regularly check-in with your employee over that period to discuss his progress.

Review

Meet regularly as planned in the performance review. The performance has to be assessed before the meeting and updating the plan of the performance review as required.

Devising a performance improvement plan for Michael

Employee self-assessment

Employee to complete before the interim and final review meeting.

How do you think you have performed against each of your performance improvement objectives?

I, Michael Carter, have been regularly working out solutions on how to come to work on time with my manager and have drastically improved my punctuality and as such improved my performance at work.

Manager Assessment

How do you think the employee has performed against each of their performance improvement objectives?

Manager Comments: Michael Carter has shown signs of improvement during the interim review and has proven to come on time regularly.

Task 2 – Underperformance Management

Name of the Organization: Coles Supermarkets

Coles Supermarket put team members and customers at the heart of the business. Coles value who they are and what they believe in. They focus on being better every day and their shared understanding that binds the employees together and guide the way they initiate their work.

Underperformance of Staff Member # 02 – Mustafa Karim

Behavioural issues observed: Mustafa Karim has been working at Coles Supermarket Brunswick for 12 months now and has been observed to miss out to re-stock products at their designated aisles on regular basis. This has been observed quite frequently at the end of eight month of work at Coles Supermarket. This has resulted in customers not being able to find their products at the designated aisles where they are usually located and hence causing Coles not being able to sell the products on time and to their target customers

The result of not restocking products and being unproductive

Not restocking items at the designated aisles has impacted how the products are sold at Coles and customer dissatisfaction and also the company’s bottom line.

Other aspects of Mustafa Karim exhibiting are:

1. Complaining: Mustafa Karim has been observed to complain a lot lately.
2. Making Excuses

Just following instructions provided and not being proactive

No motivation or drive: This lethargic attitude is being noticed to be exhibited by the employee as well.

1. Possible steps of being productive in restocking items:
2. Check and Restock Shelves on a Set Schedule
3. Focus on High Velocity Items to Ensure In-Stock
4. Use Appropriate Signage
5. Train Store Associates to Interact Proactively with Customers
6. Don’t Forget the Checkout

Possible reasons why the employee is being unproductive:

Here are some of the real reasons why an employee is being unproductive.

Lack of big picture view: To feel that what they do is important, employees need to know how their work contributes to the overall success of the company.Every company should identify components called key performance indicators (KPIs) to evaluate success for each employee’s position. Show team members how their piece of the puzzle fits into the organization’s goals. Once KPIs are identified, monitor them and measure compliance. Without using scare tactics, let employees know the risks of not meeting goals, such as downsizing or losing market share.

Poor communication: Communication is a two-way street. You need to communicate with employees, but you also need to provide opportunities for employees to voice opinions and concerns. Let people know the “who, what, when, where, why and how” of your business. If they know the business’s goals, they can better see how they fit

Poor Supervision: If a group’s productivity is lagging, consider a closer look at the supervisor. Managers sometimes miss the mark by:

1. Not being consistent or transparent
2. Micromanaging or not giving enough supervision
3. Not providing enough time to complete tasks

Playing favourites

Carefully read employee reviews of managers for potential problems. If you see recurring themes, reach out to the manager to find out if there are ways the company can help make them more effective.

Lack of delegation:  Leaders are notorious for not being able to delegate because they don’t want to cede control of their baby. This results in an overworked leader as well as a workforce with low self-esteem and team buy-in. If a supervisor continually leans on one person that person becomes overloaded, and the rest of the team becomes disengaged. The overloaded employee burns out, eventually joining the ranks of the disengaged.

Inconsistency:When a work group constantly changes direction or doesn’t value consistent processes, it’s often because those at the top don’t have a clear understanding of the group’s role or the company’s goals and vision. If the rules are always changing, employees may be too distracted to get the work done or, worse yet, just give up. Inconsistency at the top has a downstream impact on every department, and consequently on the client. Work to:

1. Set a clear vision and objectives for the company and each work group
2. Monitor and measure KPIs for all positions

Be transparent and communicate the company and team goals at regular meetings

Inappropriate behaviour:Actions that violate company policy or corporate integrity, including sexual harassment, discrimination, stealing, breaking the dress code, and even coming to work late or starting rumours, can cause discomfort and distraction. Employees may suffer anxiety and sleepless nights wondering if they should say something and risk getting caught in the middle. You can help mitigate this by providing a risk-free environment for expressing concerns, without the fear of retaliation. Be sure behaviour expectations are documented in the employee handbook. Address any issues early, before they have a chance to spread contagion.

Lack of acknowledgement: Recognising the performing employee. A pat on the back or monthly best employee benefits performer can motivate and employee to strive for higher performance.

Performance Improvement Plan

Meeting with Mustafa Karim

Prior to commencing any formal unsatisfactory work performance process, the employee's supervisor/manager must attempt to informally discuss the performance issues with the employee which in this case why he is not regularly restocking the goods on the required areas so that he does not feel ambushed.

Also allowing Mustafa Karim to bring along a support person of his choice to the meeting, if he wants to. The supervisor/manager must consider organisational or personal factors that play a role in the employee’s unsatisfactory work performance and consider alternatives to the unsatisfactory work performance process to address the problem.

Unsatisfactory work performance should be addressed as and when it arises to provide employees with support and assistance to improve their performance at the earliest opportunity.

Supervisors/managers should not wait until an employee’s end of cycle performance review to address issues of unsatisfactory work performance.

Supervisors/managers must seek the advice of the Human Resources Department prior to commencing any formal unsatisfactory work performance process.

During the meeting

During the meeting, use your summary to guide to what has to be said to Mustafa Karim and everything that needs to be covered to why he is not restocking items on time. It is important to make sure to invite him to respond to what has been explained to him and give them the opportunity to explain their reason. Ask him what he would think can be done to improve his performance. Keep an open mind, actively listen, and ask open questions when you want to find out more. What the employee says may influence how you decide to move forward with the employee.

After the Meeting

After the meeting the reviewer needs to make notes of what was discussed in the meeting, including anything that you covered that wasn’t in your summary, as well as anything the employee said.

Underperformance Meeting Plan

Devising a solution and initiating a performance improvement plan:

The following steps will need to be initiated to improve the performance of the employee:

Plan

It is imperative to initiate a performance improvement plan in order to improve his performance. Identifying why Mustafa is being unproductive in stocking products on time and missing in restocking inventory is important and devising solutions to improve his performance.

Meet with Mustafa Karim

Next, explain what Mustafa needs to do to improve his performance and the possible support that can be provided to him. It is important to give him a reasonable time to plan on how to tackle his problem and later setting a future date to further assess his performance. It is also important to explain Mustafa the consequences of his actions if he does not fix his problem. Both the employee and the employer needs to sign and keep a copy of the plan.

Monitor

Monitor your employee’s performance while the plan is in place. Regularly check-in with your employee over that period to discuss his progress. Possible performance appraisal methods can be provided to Mustafa if he improves his performance.

Review

Meet regularly as planned in the performance review. The performance has to be assessed before the meeting and updating the plan of the performance review as required.

Devising a performance improvement plan for Mustafa Karim

Employee to complete before the interim and final review meeting.

How do you think you have performed against each of your performance improvement objectives?

I, Mustafa Karim, have been regularly working out solutions on how to improve his work and restock items on time and on regular basis and as such improved my performance at work.

Manager Assessment

How do you think the employee has performed against each of their performance improvement objectives?

Manager Comments: Mustafa Karim has shown signs of improvement during the interim review and has proven to do his work properly and restock products accordingly whenever they run low.

References

1. Danford Learning Environment Materials
2. https://careertrend.com/effects-being-late-work-employers-13223.html
3. https://www.wikihow.com/Avoid-Being-Late
4. https://advancesystemsinc.com/real-reasons-why-employees-are-always-late/
5. https://www.inc.com/adam-heitzman/7-common-characteristics-of-unproductive-employees.html
6. https://www.retailfeedback.com/blog/item/11-solving-the-out-of-stock-problem-at-retail.html
7. https://www.insperity.com/blog/8-reasons-why-employee-productivity-may-suffer/