Thanks for today's discussion board posts on our poor performance case. We seem to have a good grasp on the seven key actions to take in planning and executing a performance warning meeting. Keep in mind that this meeting is in the context of Muller's progressive discipline (or my performance improvement) steps. Each meeting will be a bit different depending upon where you're at in that process.
Your questions to one another were profound and fascinating. Many of you touched on a common theme: what do we do if Barbara does not improve? Well, the fast answer is that we move to the next step in the progressive discipline process. It might also be helpful to understand some of the basics around change management.
Many of you noted that Barbara's performance problem seems, at least on the surface, to coincide with the recent reorganization. Now that the company has reorganized, putting Barbara back in her former role with former management team is probably not an option. So, how do we move forward if dealing with this change is at the heart of Barbara's problem?
I've put together a 3-part video on personal change management basics below to introduce you to a few tools that can be helpful in understanding the issues associated with how people respond to organizational change. Take a look and see if you find the info useful. I also recommend picking up the book the material is based on: Managing Personal Change, by Cynthia Scott (2009, Axzo).
One final note, just because Barbara's problem seems to coincide with the organizational change, don;t assume that's the problem. This is where step 3, mutually assess the situation, is of critical importance. It would not be unusual for the root cause of Barbara's performance problem to be something completely different from the organizational change.
See you on Monday!
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