Help, I need suggestions
Jul 15, 2015
Hello Everyone :)
I am in need of some suggestions that do not necessarily relate to e-learning specifically. I have an employee that is having a very hard time focusing on her job. I am being told to pull her and retrain her but I don't feel that is the solution. I have shadowed her and she does everything correctly, I have given her a quiz over her job and she passed it with flying colors, I have also spoken with her candidly and let her know that if she cannot find a way to focus and reduce her errors that she will end up unemployed. Nothing has helped, any suggestions would be amazing.
Thanks :)
3 Replies
Whilst not a specialist in this area, if this were me, I'd now look wider than the understanding of and completion of her core role. Maybe look at:
- Her health and wellbeing - this may/would need to support of a employee support program or someone specialised e.g. her core motivation to work - is she looking for another job, eyesight, what's happening at home - family stresses and strains, is she burning the candles at both ends with an active social life, is there non-prescribed drug taking or high consumption of alcohol happening.
Her direct working environment - Lighting, seating, desk set-up, location of desk and distractions (like constant noise, or people constantly walking by catching her eye.).
As I said, I'm not a specialist in this area and don't have any solutions. All I know is there will be a cause there somewhere. Just a matter of finding it in order to find the right support and solution.
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Angela:
Suggest putting here on a performance improvement plan, if she isn't already, and see whether she is motivated to make a change. This doesn't sound like a training issue.
First... Thanks for investing in your employee. Nice to see.
As for solutions... PIP for sure as Daniel suggests - but guessing that's why you're involved already as the (re)training portion of that process.
Also in these situations, the critical question I always ask is if the dip in performance is:
Getting an honest (ie non-emotional answer) from the supervisor(s) is key. But when you do, it typically illuminates how you might proceed.
But in any case, a PIP is likely indicated as a way to get her attention and allow you to bring proper resources/actions to bear..... supportive or otherwise.
Good luck!
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