Strategy for Bob and Mary

H.R. Strategy for Bob and Mary

Julie Lindsey

Everest University

H.R. Strategy for Bob and Mary

I have scheduled a meeting with two of my sales associates, Bob and Mary, because of some performance issues. Bob has been with the company for twelve months and his sales have dropped over the past six to eight months, as well as his enthusiasm. Mary has been a part of our sales team since our company was first established four years ago. She has also had a dramatic plunge in her sales over the past six to eight months.

This is something, as a newly promoted Sales Manager, that needs to be addressed immediately. I won't have time to complete a full performance appraisal for them before I meet with them, but I am going to go ahead and get one started for them both. When I meet with them to discuss their slack in performance, I will make them aware of the fact that I am going to be doing one and why. I also want to meet with them before I finished with them to better involve them in my assessment of their current situations. Doing a performance appraisal will give me more detailed information about them and their performances, so I am having the meetings simply to inform them and educate myself with their personal insight of their poor performance.

First, I am going to meet with Bob because I feel like he may just lack the skills needed for this position due to the fact that he has only been with us for twelve months. If this tends to be the case, than we can fix that by providing him with some training and tools that will help him. Once I have established an understanding with him about his upcoming performance appraisal and why I felt he needed one, I will ask for his feedback on his situation and let him know that what he has to say is just as important to me as what I do. Through his feedback I am hoping to discover what is hindering him from his job at hand, whether it is something specific like a lack of skills or something personal. I would then give him some ideas that may help solve whatever the issue may be and I would clarify what my expectations for him are. This will, hopefully, push him back on track and his performance review will end on a successful note. When he leaves my office I will make sure that he leaves it knowing that I still believe in him even during this rough patch.

I would then meet with Mary, who is a working mother as well as an online student. Her problems may be caused by the fact that she has so much going on in her life outside of work. Because she has been with our company since day one, I don't feel that she lacks the skills needed to perform her job and that training isn't something she will need. After I inform her of her upcoming