This presentation is exclusively design to identify the performance and behaviour problem among staff members and how to deal with it effectively and efficiently to motivate them in order to get the desired results.This will also show you the roadmap to do it.

1. CORRECTING
PERFORMANCE &
BEHAVIOUR
PROBLEMS…FOR
STAFF
…and how to keep your focus when dealing with
them.
Prepared By: Gajendra Khare
Founder & Chief Executive SCS UNIVERSAL.
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2. Training Rules
 Switch off mobiles
 Don’t leave without proper reasons
 Harmonies with your colleagues
 Listen while someone is presenting
 Respect different view points
 Answer the questions and write your notes on paper or work
book
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3. Day Agenda
Course Objectives
 Different types of problems
 Controlling the performance process
 Set performance standards and behaviour
expectations
 Steps of correcting performance problems
 Steps of correcting behaviour problems
 Skill practice
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4. Your Objectives
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5. Course Objective
To enable you to:
 Deal with an employee who is not
performing up to standard or expectations.
 Deal with an employee whose behavior
is not up to expectations
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6. Flow of Discussion
Disciplinary
Action
Praising Employees
Should
Line
Performance
Improvement
councelling
process
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7. Types of problems:
 Performance Problems: Problems with quantity or quality
of work.
 Behavior Problems: Problems with employee’s manner or
work habits.
 Shouting, crying, not involved in discussion,
adamant
 Blame Others
 That’s not my job
 Not clearly stating pointwww.scsuniversal.in

8. www.scsuniversal.in
Correcting Performance Problems

9. Important Aspects.
 Performance problems deal with
quantity or quality of output.
 It is your responsibility to initiate a
discussion to correct problem.
 Motivate employees to improve.
 Focus on problem not on employee.
 Involve the employee
 Asking for their help
 Asking for their ideas
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10. Your Role
YOU ARE EMPLOYED TO
ENSURE THAT WORK IS
BEING DONE TO A SPECIFIED
STANDARD.
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11. Controlling Performance
Process
 Set performance standards
 Collect data to measure performance
 Compare results with standards
 Take corrective action
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12. Performance Standards
 Must Describe the Action
 Must Be Specific
 Must be Measurable
 Must be Timely Bond
 Must be Reasonable and Attainable
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13. Exercise (1)
 Groups of 3.
 10 min. Preparation
 Write 5 questions which you need to ask your self before
developing standards for a specific performance or
Behavior
 Record on a Flip Chart (s)
 Present to the whole group.
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14. Examples of Questions
 What is the output of this area of work? What results am
I expecting?
 What are the units of output or production?
 What does the output of the work look like?
 What type of information gives an indication of
performance in this area?
 How could I tell if performance was poor in this area?
 How could I tell if performance was good in this area?
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15. www.scsuniversal.in
Correcting Performance Problems
Action Steps

16. Step # 1
Describe Problem in Friendly
Manner.
 Avoid focusing or criticizing employee.
 Use correct, objective information ( avoid
generalization)
 Your objective is to let employee know
exactly what the problem is.
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17. Step # 2
Ask for help in finding reasons
 Ask open ended questions.
 Asking for their help is your 1st step in getting
employees involved in solving the problem.
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18. Step # 3
Decide action that will be taken.
 It is your responsibility to choose the solution
that will work best.
 Try to use a solution that was originally
suggested by employee.
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19. Step # 4
Summarize and set follow up
 Recap solution: what steps will be taken by
who.
 Set time/ date to follow up.
 This let employee know you expect change to
occur.
 Lets employee know you are interested in their
progress. www.scsuniversal.in

20. Summary of Action Steps.
 Describe problem in friendly manner.
 Ask for help in finding solution.
 Decide actions that will be take.
 Summarize and set follow up.
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21. www.scsuniversal.in
Correcting Behavior Problems

22. Important aspects:
 Used when employee’s behavior does not meet
expectations.
 Focus on the problem and not on the characteristics of
Person.
 This is potentially very sensitive discussion since it deals
with behavior which is more personal than performance.
 Always try to deal with first hand information. ( avoid
hear-say).
 Catch problems early.
 Motivate employee to change.
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23. www.scsuniversal.in
Correcting Behavior Problems Action
Steps

24. Step # 1
Describe behavior you have
observed and explain why it
concern you..
 Describe behavior correctly.
 Make no attribution, such as “you must be
lazy”.
 Explain why the behavior is unacceptable.www.scsuniversal.in

25. Step # 2
Ask for reasons and listen to
explanation.
 Give employee opportunity to explain why
behavior has not been on should.
 Avoid making value judgments and statement
like “I cannot believe that”
 Don’t make employee defensive.
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26. Step # 3
State that the behavior must
change.
Be straight forward and clearwww.scsuniversal.in

27. Step # 4
Ask for ideas and explore
solutions.
 Try to develop employee’s idea.
 Examine pros and cons of ideas ( evaluate
them).
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28. Step # 5
Decide actions that will be taken.
You decide …. But: Try to get employee to use
his own ideas – this will help you gain his
commitment.www.scsuniversal.in

29. Step # 6
Summarize and set follow up
 Recap action agreed upon.
 Get employee’s commitment to improve.
 Set follow up date and time.
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30. Summary of Action steps.
 Describe behavior you have observed and
explain why it concerns you.
 Ask for reasons and listen to explanation.
 State that the behavior must change
 Ask for ideas and explore solutions.
 Decide actions that will be taken
 Summarize and set follow up.
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31. Skill Practice – Role Plays
 In your groups:
 Play the role plays on behavior problems
 After completing the role play, give feedback
to supervisors.
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32. Thank You
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