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 aIf 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