we discussed Performance Management and Performance Evaluations In particular, we discussed 4 different tools to document and communicate expectations Progressive Discipline (verbal, written, final warnings) for behavioral problems including attendance and punctuality violations Performance Improvement Plans for performance deficiencies that could be resolved through additional training Annual (or more frequent) performance evaluations to document and summarize performance during the previous review period Individual Development Plans to identify personal development goals and action steps for high performing high potential individuals In your opinion, why (or why not) are each of these important for a manager to complete, in addition to all of the other day to day responsibiities they already have to worry about From an employee's perspective, why (or why not) are these valuable tools

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Question: we discussed Performance Management and Performance Evaluations. In particular, we discussed 4 different tools to document and communicate expectations: Progressive Discipline (verbal, written, final warnings)

we discussed Performance Management and Performance Evaluations. In particular, we discussed 4 different tools to document and communicate expectations:

Progressive Discipline (verbal, written, final warnings) for behavioral problems including attendance and punctuality violations
Performance Improvement Plans for performance deficiencies that could be resolved through additional training
Annual (or more frequent) performance evaluations to document and summarize performance during the previous review period
Individual Development Plans to identify personal development goals and action steps for high performing/high potential individuals

In your opinion, why (or why not) are each of these important for a manager to complete, in addition to all of the other day to day responsibiities they already have to worry about?

From an employee's perspective, why (or why not) are these valuable tools?

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