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PSM #38: Counseling in Employee Performance Management
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Counseling is key to employee performance management. This feedback is essential to allow corrective action during the performance period.
Counseling takes two forms.
The first are scheduled interim reviews during the performance period. The manager meets with the employee and discusses what the performance review would be if it were conducted now, today. The manager discusses the basis for the assessment, identifying deviations from the plan. The manager and the employee investigate the reasons for the deviations and devise an approach to address them. Both individuals may have assignments in the corrective plan. The manager also recognized the employee’s demonstrated strengths. The manager and the employee discuss how these strengths may be further enhanced and utilized. The manager documents the counseling session and provides a copy to the employee.
The second form of counseling is immediate, occurring when the manager or the employee identify a significant deviation from plan. The manager and the employee meet and discuss the deviation. They jointly identify the issue, identify corrective action, and agree to address the issue. They also schedule a meeting to follow up on the issue and its correction. It is important to note that either the manager or the employee can initiate this discussion. [Added Nov 13, 2008] It occurred to me today that constant immediate counseling would be demoralizing. The compassionate manager should reserve immediate counseling for those situations that require immediate attention.]
These mid course corrections are essential in maximizing individual and organizational performance.
To summarize:
Feedback is essential.
Impromptu meetings address issues that require immediate correction.
Periodic reviews summarize performance to date in the plan cycle, providing areas of improvement and identifying strengths to exploit.
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