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OCR for page 67
Chapter 9: Anticipating and Managing Performance Issues
To minimize the need for future downsizing, organizations need to be deliberate on (1) the strategies they
use to determine the need for new talent, (2) the design of their organizational practices such as clarifying
performance expectations through specific criteria and the conduct of regular performance appraisals, and
(3) attending to employee job and organization "fit" during the recruitment process. In this chapter, we
present challenges, strategies, and workforce practices related to "Anticipating and Managing Performance
Issues." The majority of workforce challenges that result from performance issues are primarily retention
related (i.e., issues concerning employees already on the job who are having performance issues that may
voluntarily or involuntary terminate their employment). This chapter describes a couple of strategies that
organizations can implement to minimize this inevitable challenge. However, the bulk of the strategies
described here are preventative measures that organizations can employ during the recruitment process.
Exhibit 9-1 provides a snapshot of the chapter.
Exhibit 9-1
Snapshot of Chapter 9
Chapter Road Map Concept and Definition
Workforce Challenges.....................68
Poor Employee Performance
Industry Strategies......................68
Provide Meaningful Performance
Feedback
Evaluate Organization and Job Fit in the
Recruitment Process
Implement Workforce Planning and Hire
the Best People
Utilize Realistic Job Previews (RJPs)
Mentor and Coach Employees
Anticipating and managing performance issues helps
organizations reduce unwanted reassignments, poor
Workforce Practices.....................70 performance, and involuntary turnover.
Minnesota DOT Individual Competencies
for All Positions
Definition of Anticipating and Managing
Virginia DOT Downsizing Substitution Performance Issues:
Program Involves avoiding adverse decisions (e.g.,
reassignments, layoffs, terminations) that could have
been prevented with the proper forethought and better
differentiating between good and bad performers during
the selection/promotion process.
67
