Supervisors rarely sleep well the night before they must terminate an employee. And the prospect of having to discipline an underperforming worker can also prove harrowing.
It's stressful to come down hard on people because you never know how they will respond. Most of us don't want to spark a yelling match or get locked in a stare-down duel. We want to be liked. Even the most justified or necessary confrontation can still rankle.
Preparation helps. Preparation alleviates at least some of the stress. By assembling well-organized written evidence to support your personnel action-and rehearsing the key message you need to convey to the employee-you can enter the room with confidence and clarity of purpose.
- Progressive discipline is a tool. Engage in progressive discipline-a series of steps to define substandard performance, specify acceptable standards and identify the consequences if the individual fails to meet such standards. This helps you lay the groundwork for probation and termination. Each stage should lead seamlessly to the next. Set timetables for improvement and agree to measurable outcomes so that both of you can track progress (or lack thereof) using an entirely transparent process.
Even if you remove all surprises and communicate clearly at every stage, you might still experience bouts of high stress. It's normal to feel disappointment or resentment when an employee does not improve.
It's True! The EAP can help you assess the situation and rehearse what you will say to the employee. You can also gain a better understanding of the employee and get insight into how to tailor your communication so that your message sinks in. An EA professional can even serve as a witness during the meeting.
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Tip Before your meeting, amass your documented history of the employee's poor performance in chronological order. Then summarize the situation from its beginnings to the most recent incident.
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