Rankings - rank employees in order of performance, question of what happens if many are equal. How can the process be made more productive and less fear evoking. Plan Plan Plan - know what you are going to say and why. Firing someone - if all else fails. Costly to company - direct costs include out processing, replacement, indirect costs include productivity loss, supervisor's time.
Unknown costs are disruptions, decline in morale, public costs.
Ripple effect - impact on morale, group cohesion, communications, performance, agency image, loss of attendance. Positive impacts - new ideas, reorganize, redefine job, reduce tension, eliminate disruptive behavior, retain good performers. Must have due process system in place to insure rights are upheld. Fair Labor Standards Act Questions to ask before firing someone. Do not give advice Accept their will be blame put on you.