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 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