What is the recommended process for handling a subordinate's poor performance?

• A. Identify deficiency, provide counseling, implement a performance improvement plan, set milestones, and follow up
• B. Ignore minor issues until formal evaluation
• C. Dismiss immediately without counseling
• D. Reassign to a different supervisor without feedback

Answer: (A)

Structured performance management is the approach used to address a subordinate’s underperformance. It starts with clearly identifying what isn’t meeting expectations and communicating those specifics so the employee understands exactly what needs to change. Counseling follows, giving the employee a chance to discuss gaps, reasons, and any support they need. Then a performance improvement plan is put in place with concrete milestones and a defined timeline, making progress measurable and actions trackable. Regular follow-up reviews keep coaching ongoing, allow adjustments to the plan, and ensure accountability. This sequence provides a fair opportunity to improve while creating a documented, defensible record that supports both the employee’s development and the unit’s standards.

Ignoring issues until formal evaluation delays feedback and lets problems fester. Dismissing immediately without counseling skips a chance to help the employee improve and can raise fairness and HR concerns. Reassigning to a different supervisor without feedback avoids addressing the root causes and deprives both parties of the opportunity to clarify expectations and support needed.