Questions to Ask When Reviewing an Employee Discharge for Unsatisfactory Performance

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February 06, 2016

Communication is key when it is necessary to discharge an employee for poor performance. The employer should make sure that the employee understands the reasons for the decision. This decision should not be reached in a hasty manner. It is important to let an employee know early if his or her performance is not meeting expectations so the employee has a reasonable chance to improve. If the employee fails to improve, the discharge decision should be communicated in a dispassionate way that does not destroy the employee’s ego, but rather suggests that he or she might perform better in a different environment.

If you are unsure about your decision after reviewing these questions, consider placing the employee on a performance improvement plan for a specific period (generally at least 4 weeks). The plan should include concrete goals of measurable performance improvement (such as production). The employee also should have the opportunity to consult with a supervisor for guidance as he or she works through the plan.

Questions to Ask When Reviewing a Discharge for Unsatisfactory Performance

1. Have the performance indicators (what is measured) and the performance standards (what is required to meet expectations) been effectively  communicated to the employee? In writing?
2. Are the standards consistent with those for other employees in similar jobs?
3. Has the employee known about the standards long enough to have a reasonable opportunity to meet them?
4. Does the employee know that he or she has failed to meet the standards - how?
5. Has the employee known that his or her performance was below expectations long enough to have a chance to improve?
6. Has the employee been receiving objective, timely and usable feedback about his or her performance?
7. Is there a positive consequence for improving the performance in question?
8. Is the job itself properly designed so that none of its requirements are  themselves the cause of failure to meet some of the standards?
9. Has the employee received the training needed to perform satisfactorily?
10. Does the organization climate support satisfactory performance?

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