Do you have experience in corrective discipline and terminations?
Performance management is a critical skill to possess in any organization and includes your ability to administer employee disciplines when appropriate. Describe your experience of situations in which you felt disciplinary action was necessary and the process you followed. If you have never disciplined or terminated an employee, walk through the process you would follow when investigating and determining a course of action.
"Though these situations are often unpleasant, they are a part of being a leader. Performance management is important to me, and I always familiarize myself with the disciplinary process. For example, in the past, I have followed my company's policy of a verbal conversation/warning, a written warning, a performance improvement plan with laid-out expectations and disciplinary steps, and finally, termination if things didn't improve. I am experienced in this area and feel confident in my abilities, but I also always include HR in this process to protect myself and the company from adverse legal situations."
"In my previous role, I had to coach an underperforming employee. This person did not meet expectations, so we had a one-on-one conversation. I reviewed what was expected and gave examples of how the employee was not meeting those expectations. We discussed an action plan to get back on track, and I gave the employee two weeks to implement changes. At the end of the two weeks, the employee had not made any effort to improve, so I had a conversation with HR. We decided it would be appropriate to administer a write-up, with the next step being a formal performance improvement plan if those expectations were not met. Thankfully, the write-up was a wake-up call, and the employee improved their performance. That employee had an excellent work ethic after that."
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