Before the annual review, a manager should prepare by evaluating the performance of the employee based on measurements of productivity used in the company. In the case of employees like Jim who have a tardiness issue, a record of late arrivals should be kept leading up to the meeting. Performance reviews should be based on expectations and standards set at the beginning of the last evaluation period. Therefore, both the manager and the employee have a clear understanding of what to expect. A manager should have a rational and empathetic mindset. Jim is a valuable employee to the company which has shown the ability to perform well. As this is an annual review, it is critical to indicate to Jim that the meeting is not disciplinary.
The review should begin with evaluating the year chronologically by looking at performance measurements. It can be indicated that the first nine months showed excellent results, but the performance began to drop afterward rapidly. The positive feedback should highlight the success Jim experienced at first when meeting his goals, which benefited the company and led to management considering his potential future. However, the drop-in production is beginning to cause problems. Constructive criticism must provide a wholesome description of the situation. Therefore, it should be mentioned that the tardiness is affecting the production line which impacts the whole department and his co-workers’ performance. The manager should explain that punctuality is an obvious example of professionalism that employers desire.
It is important to inquire about the tardiness rather than criticize it. An employee may not realize the consistency and effects of the tardiness. Therefore, using techniques such as asking Jim to remember the reasons for each tardiness can reveal certain behavioral patterns. Based on this information, a strategy to address the tardiness can be developed which can benefit Jim’s punctuality and the company’s performance. Indicate to Jim that management is interested in his well-being and optimal performance that he showed in the first nine months. Therefore, genuine reasons for tardiness (such as transportation or family commitments) can be accommodated to the best extent. If behavioral or psychological reasons cause the tardiness, the human resources department may offer basic counseling and training. He should feel supported and motivated to return to his work ethic from before.