Abstract
Employee performance problems essentially take two forms: those that are motivational in origin and those resulting from skill deficiencies. Both fall within the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility to ensure that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.