Managing Performance Problems

Build the necessary skills to handle performance problems from documenting the problem to the explaining what the employee must do to address it. Learn to discuss and impose formal consequences fairly and equitably while adhering to Princeton’s disciplinary policies and procedures.

Do you face any of these issues?

  • Are you ill prepared to conduct performance problem discussions?
  • Do you fail to gather and document the hard performance data you need?
  • Can you defuse strong emotions when discussing performance problems?
  • Do employees understand why their performance doesn’t meet your expectations and what will happen if they don’t improve?

Performance Objectives

  • Provide people who have performance problems with a clear understanding of what they must do to improve and the consequences of failing to do so.
  • Take appropriate action, based on best practices, to effectively address ongoing performance and work-habit problems or serious misconduct.
  • Impose formal consequences, such as probation or suspension, with the confidence that the person has been fully heard and fairly treated.
  • Minimize the impact of ongoing performance problems on the individual, work group and organization.
Primary Audience:
First-time managers through mid-level managers
Secondary Audience:
Employees who are currently individual contributors who aspire to be managers
Course Length:
Four hours
Managing Effective Interactions is highly recommended as a prerequisite to this class to achieve an optimal learning experience
Certified Princeton Facilitator
Elective (E)