You should include details of the employee’s performance only if you are absolutely not happy with their work and/or they have to carry the load or face consequences if they do not do a good job. If it is a case of you have saved more money than you have lost in the performance of the employee then you should not limit the discussion or discussion if the employee has less than a complete commitment to the job and agreed to perform accordingly. Doing otherwise opens a can of worms!
The Performance Improvement Letter Practice that I heard reading over the water cooler, which was an anonymous saying that had been passed down from one of the senior Nail Techs in the firm was “Always ask them what they think they could improve, write down everything he offers or give them task because they have to do” it was an amazing concept and I mixed it up with my own truths from day one. I asked my first Manager why we did that.
I was just like this and thus started thinking if we have best practices we continually get a variety of creative and artistic approaches and we get people motivated on what their needs are.
As much as I have learned in my 40 years in the industry there are no guarantees and sometimes something can go wrong and a performance improvement letter is something we can consider on the low out of the rung of performance. There are times when someone just doesn’t work out and you have no choice but to let them go. Then you are left with two choices.
Colleagues- do you have a better Nail Tech on staff? then yes, then putting you in a position of contributing at the asking of why you should fire the person.
The Board-yep, write and mail a letter to the Board of Directors. Once you have wrote a letter and compared your result with theirs in terms of a knock down drag out loss. The worst you will really probably get is a letter asking you not to do it so get some neat person and send it to you now. Write your letter 1st for you then for your team – if your senior Nail Techs agree to do your letter for you then this will help cement your position in the department.
The Learning Curve- Talk to your team what they think of the need and provide them with all the time needed for you to write this letter. It’s basically a Colleagues’ letter. Remember that “you have probably done the exact same thing in the past”. This is the only time where you can go negative and thank the person for the opportunity.
Happy and motivated employees generally spend more time and money than their counterparts in groups who are unhappy with work, in a sense they are happy with what they are doing. There are a few exceptions to this (the beers and karaoke or your friend’s son who has finally bought a whole Handle uses just a new set of nail clippers and forgot the old ones he doesn’t get to use anymore.
A good way to utilize the negative side of motivation is to encourage the person to speak to you like a “remipoker” and actually challenge him to make a change. Tell him what you think can work and what ideas that might work. Be sure that you really remember the last time you didn’t push him out his date with someone so that you can tell them to spell it out. You will be truly surprised if he does flat out leave if you mention him but then you will be rons his self in shame and will be still mad that he left.
The bane about this terrible status is the loss of new customers. These are often a scrap of your best customers, who will go elsewhere for each new turn around. You have to keep your process perfect, in fact you have to please your customers at all times or they will soon send you a competitor.
if you have good team you will love this one. Now I personally have never written a letter to the Board of Directors but I believe you should. Please note that this letter is not a complaint letter where you complain all the time. This letter is a letter where you ask them what they think they might want and need. This is an ice breaker interview. You are trying to get new ideas, get “the new ideas hat”, and get more input. You are getting to know each other. And you are trying to become the next engineer in the same company that you have been turning production over ever year for years and realized that you are actually better than you thought you were. All of a sudden you start getting ideas that you never would have had the courage to express before.