Employee Action Plan

Abstract

When coming up with evaluations it is important to take an overall look of each employee's performance for the last year and in some cases, the last 6 months. Employees are subject to feeling as if they are on the right track even if they aren't. It's important to be honest and direct with any given information, even if you know the employee might not take well to the news. Delivering news can be as important as coming up with an action plan because the news gives a realistic idea as to how you view their performance.

In writing an employee evaluation one has to go back months and put together an action plan or put together a plan of action that shows improvement or shows areas to focus on to advance. When it comes to motivating an employee who seems to be stagnant or just not motivated, one must first figure out what their weaknesses are versus their strengths. Employees can have areas to improve such as making it to work on time. In this case, a manager can write the employee up and put them on a written notice. If the employee is late a total of 3 times in 6 months the employee will be terminated. As a manager, you shouldn't want your employee to be fired for something that can easily be fixed. Figure out how many minutes the employee is late, if it is 15 to 20 minutes, advice your employee to set their alarm half an hour earlier. Offer incentives that will help motivate your employee to be on time. Also, make sure they understand that termination means that they will be without a job because they can't do something as simple as showing up on time.

If you need to motivate an employee based on their performance it's important to come up with an action plan. Some people respond to direction well and by writing down a day to day ritual for them, they can indeed improve their performance. The motivation will be there because they will feel as though you took the time to help them instead of opting to just fire them.