Survey Results: For the Poor Performer, Danger Doesn’t Exist

Survey Results:

Post:  For the Poor Performer, Unperceived Doesn’t Exist

Link to survey:   Survey

 

No-Nonsense
Leader

Responsible +Kind +Fair

When you have fired people, you waited way too long to do it.

35%

100%

Prior to introducing a Performance Improvement Plan (PIP), do you establish objective performance and behavior measures and establish clear standards for those measures?

100%

69%

Consequences are specific

100%

54%

Consequences are “real” (i.e. loss of pay, demotion)

100%

69%

Consequences are based on measurable results/actions

100%

46%

Deadlines are short (weeks vs. months)

83%

54%

When you start a PIP, do you clearly communicate the consequences for failing to meet those goals with your employee?

100%

62%

Do you confirm and document evidence of the employee’s failures to meet their PIP’s goals?

83%

77%

If the employee could get fired if they don’t meet their PIP’s goals, do you specifically use a word like “fired” or “terminated?”

100%

69%
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