The HR Professor

Teaching You How to Navigate the Workplace

Leadership and Management, Performance Management

Giving Meaningful Feedback

We all give feedback to others in the workplace. The feedback may be directed toward your manager, a team member, a direct report, or anyone else you work with on a regular basis. It is important to follow certain guidelines in order for the feedback to resonate: 1.Timely: The feedback should be as close to the observed situation, event, or behavior as possible, preferably within 24 hours. If this is not possible, then within one week would be the longest I would wait. If the time lapse is too
Brenda Maday
Brenda Maday
2 min read
Leadership and Management, Performance Management

How to Write a Solid PIP (Performance Improvement Plan)

At some point in your career as a manager, you will most likely have to manage a poor performer. In most organizations, this means a formal written Performance Improvement Plan (PIP). The meeting and presentation of the plan should ideally be in person, face-to-face, out of respect for the employee since this is a sensitive topic. Clear examples of the poor performance or behavior should be given, along with specific, measurable improvement goals. Ideally, you have been documenting with dates a
Brenda Maday
Brenda Maday
2 min read
Leadership and Management, Performance Management

How to Conduct a Respectful Termination

If you are a people manager long enough, at some point you will more than likely have to terminate an employee. This may be due to a code of business conduct violation, poor performance, or a even a position elimination. Terminations are never easy, no matter the reason. You are taking away another person’s livelihood, whether you feel they have “earned” it or not. If you become immune to the emotional ramifications, it is probably time that you move out of management. Here are some tips to he
Brenda Maday
Brenda Maday
2 min read