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timated reading time: 3 minutes W
e
’ve talked in the past about how to have a performance improvement conversation with an employee. It’s definitely an important conversation. But there’s another performance related conversation that’s equally important – the follow
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up meeting afterward. Performance conversations should end with a date and time for follow-up. The purpose of the conversation is to let the employee know that they’re improving (or not improving) in the area that was previously discussed. If the employee isn’t improving, it’s possible that disciplinary action might be necessary. This is something
t
o discuss with human resources. Today, I want to focus