Question

State if you agree or disagree with the summary of provided. PLEASE reframe from using Overuse of ambiguous terms such as it, this, and they should not be used.

I like the fact that in your response you bring up action plans and documenting what the conversation was around improving the employee's performance/behavior. I think as a leader it's also important to remember that documentation is a double-edged sword. While documentation of coaching conversations can hold the employee accountable for their poor performance or behavior, it also to some degree holds the manager accountable for the steps they take or don't take to try to improve the employee's behavior/performance. Action plans or performance improvement plans are important steps in the performance management and documentation process that become part of the manager's record or file as well.

Answer 1

The documentation of the conversation involving an employee’s performance or behavior is considered a good practice in management. I agree with the given summary and specially the part where it says that documentation is a double-edged sword. Documentation helps in ensuring that both the employee as well as the manager are making the necessary efforts and implementing the proposed steps to improve the employee’s behaviour and performance. It is a common behaviour in organizations where the strategies discussed during an employee’s performance review never comes into practice or are easily forgotten in day-to-day functioning of the organization.

Therefore, documentation of the action plans and coaching conversations is a critical tool that employees and managers can use and measure the improvement of the employee against the parameters benchmarked in the documented strategies. If there are lack of efforts on the part of the employee or the manager, they can be held accountable.