Careers & Classifieds Channel

The STOP, DROP, and ROLL of Performance Management

All managers encounter performance issues from employees at some point in their career. These situations range from very basic issues, such as attendance problems, to complicated matters like sexual harassment. Additionally, some issues are harder to quantify; they involve attitudes and behaviors that affect an employee’s performance instead of concrete actions. Managers may be left overlooking minor yet important issues that have the potential to develop into larger problems because they are unsure of what exactly is worth confronting and how to go about it. Here are a few suggestions:

STOP.

Notice the red flags.

- Obvious Ones: Attendance problems, lateness, excuses, last minute cancellations on business travel or appointments.

- Not So Obvious Ones: Changes in behavior or habits (time in or out of the office); lack of enthusiasm or interest in the job or a project; lack of participation in email exchanges, meetings, events, etc.

DROP.

Let your human resources department know what you are observing, what your gut is telling you. This doesn't necessarily mean any action has to take place, but at least you can use your HR representative as a sounding board. See if they have some ideas on what you can do to address your concerns. Or perhaps, if it is more serious, with their help develop an action plan with next steps.

ROLL.

Confront the problem. This could be as simple as a conversation where you explain your concerns and the employee offers an explanation, or it may be a written warning, a face-to-face meeting where a performance plan is presented addressing the issues.