Frequently Asked Questions - Performance

As a people manager, how do I address performance challenges for those who are needing a great deal of attention?

Those who are performing in the "Needs Attention" level can receive ongoing coaching, development, direction, and support at any time through the year, not just following the merit process. At any time, a Performance Improvement Plan (PIP) can be utilized after consulting with your HR Partner. You can review this step-by-step guide for managing performance challenges to consider the Performance Improvement Plan options. 

The Managing Performance Challenges Guide and Performance Improvement Plan (PIP) documents will be available once the Achieve Together program begins.

Should the check-in form be used as a performance improvement plan or a professional development plan?

While the check-in addresses performance and opportunities for professional development, it should not serve as the official Performance Improvement Plan (PIP). Use this guide for determining whether a performance improvement plan is required, and contact your HR Partner to consider the next steps. 

The Managing Performance Challenges Guide and Performance Improvement Plan (PIP) documents will be available once the Achieve Together program begins.

Do check-ins work for underperforming employees?

We've found that ongoing check-in conversations help our managers quickly address any performance issues with constructive feedback. But if an issue persists, we have a structured, documented process and helpful guide to ensure that we're doing our due diligence in relation to the employee and the company. When a manager tells us that a direct report is underperforming, we first ask whether the manager has been setting clear expectations and giving specific, direct feedback via the Check-in process. If not, we recommend that they start there and document those conversations. If the employee still isn't performing after a reasonable amount of time, then we begin the structured performance improvement process.

The Managing Performance Challenges Guide and Performance Improvement Plan (PIP) documents will be available once the Achieve Together program begins.

What do I do about employees who don't think they have a performance problem?

First, review the Managing Performance Challenges guide and consider if a Performance Improvement Plan (PIP) is appropriate. It is encouraged to meet with your HR Partner to discuss the challenges and how they might be more effectively addressed. Using the Achievement Criteria is an incrediby helpful guide to demonstrate performance levels and their responding indicators for Collaboration, Goal Accomplishment, Inclusion & Belonging, Innovation, and overall Job Mastery. These are the keys to aligning the conversation with the specific behaviors, standards, and expectations of non-represented employees and managers/supervisiors. 

The Managing Performance Challenges Guide and Performance Improvement Plan (PIP) documents will be available once the Achieve Together program begins.