Despite our best efforts in recruiting, training and supervising, all of us who serve in leadership roles will eventually have to deal with an employee that is performing poorly. One of the most effective ways of dealing with poor performance is to use a performance improvement plan. Often based on a 90 day time frame, these plans help the employee understand what changes need to be made and provide support in their effort to improve. Should improvement not occur, the plan provides a sound basis for termination or other disciplinary action.
Beth Armknecht Miller, CEO or Executive Velocity, suggests a six step approach to developing a performance improvement plan.
1. Don't ignore the facts. Be clear about what behavior is unacceptable.
2. Don't Act on Rumors. Get the facts before acting.
3. Develop an Objective Performance Plan. Set clear, measurable performance oriented objectives.
4. Set Clear Consequences. Make sure the staff member is clear on what happens if performance doesn't improve.
5. Follow Up Regularly. Check progress, offer help and provide correction regularly.
6. Coach with Consistency. Be consistent in your standards and in confronting the staff member when they don't meet those standards.
Welcome to the Summer Camp Leadership blog. For those of us who lead summer camps, making a positive difference in the lives of young people is our passion. Turning that passion into a reality, however, takes more than the ability to lead songs, teach archery or plan craft projects. Creating camp experiences that truly transform lives takes leadership. Leadership that creates a vision for the future, leadership that inspires and engages others, leadership that remains focused and stays the course. My hope is through this blog you'll find ideas, inspiration and tools to help you be a great summer camp leader.