Reasons for addressing marginal performance. Avoid difficulties in the future. Reasons for addressing marginal performance. Catching and addressing poor performance before it becomes Unacceptable is an easier and more effective way of dealing with performance problems. When employees first slip into marginal performance, they are more likely to be open to discussing what needs to be done to improve performance.
Supervisors can help employees improve without the negative consequences of threatening their jobs.
Employees can concentrate on building necessary skills without worrying about possible unemployment at the end of the performance improvement period. By addressing performance problems, supervisors signal to all employees that the organization does not tolerate poor performance. Here are a few tips for assisting marginal performers. In addition to following these tips, supervisors should also remember to check with their Human Resources Office to see if their agency has a formal process for addressing marginal performance. Supervisors must communicate clear performance standards and expectations.