Recognizing good performance increases the likelihood that employees will repeat the performance. Have an outstanding employee serve as a mentor for the marginal performer. In this way, supervisors provide a model of desired performance. In some situations, marginal employees need training because they lack the skills to perform at the Fully Successful level. Often employees performing at the marginal level require extra assistance in setting priorities and remembering procedures.
Checklists can sometimes help employees stay focused on a task and organize their work.
Avoid difficulties in the future. The major reason supervisors give for not dealing with Unacceptable performance is that the required process is too difficult. If supervisors assist employees who are struggling before they reach the Unacceptable level, they can spend their time more effectively by refocusing good performers rather than completing the formal process of removing Unacceptable performers.