1. Identifying & Assessing Performance Issues

📌 Manager Responsibility & Ownership
✅ Managers are responsible for addressing all performance or behavioral issues that come to their attention.
✅ Issues should be promptly identified and assessed to determine the appropriate course of action.

📌 Training vs. Behavioral Issues
✅ Training Issues:

• Should be treated as growth opportunities.
• Require additional coaching, mentorship, or skill-building exercises.
  ✅ Behavioral Issues:
• Must be addressed formally through progressive disciplinary procedures.
• Require documented corrective action if the behavior persists.

🚨 Ignoring performance issues can lead to larger workplace disruptions—address them early.

2. Timely Handling of Performance Issues

📌 Addressing Minor Coaching Situations
✅ Provide real-time feedback as soon as the issue occurs.
✅ Use specific examples to explain the behavior and offer constructive solutions.

📌 Handling Serious Performance Concerns
✅ If the issue requires a formal discussion, schedule a sit-down meeting as soon as possible.
✅ Document the meeting in accordance with the corrective action policy.

🚨 Timely intervention prevents recurring issues and ensures accountability.

3. Conducting Private & Professional Coaching

📌 Closed-Door Coaching for Formal Discussions
✅ Two managers must be present for formal disciplinary meetings, along with written documentation.
✅ If a second manager is unavailable, reschedule the meeting rather than proceeding alone.
✅ For urgent coaching situations, notify the employee that a follow-up meeting will occur at a later time.

📌 Respecting Confidentiality in Coaching Discussions
✅ Never address performance issues in front of peers, members, or customers.
✅ If an issue arises in public, handle it discreetly and move the discussion to a private setting.
✅ Maintain confidentiality and ensure discussions are only shared with those directly involved in the resolution process.

🚨 Public discipline can damage morale and workplace trust—always handle discussions privately.

4. Coaching Approach: Focusing on Behavior, Not Personality

📌 Keep Discussions Professional & Fact-Based
✅ Address the specific behavior that is problematic.
✅ Explain how it impacts the business, team dynamics, or customer experience.
✅ Avoid personal attacks—the focus should be on actions and solutions.

📌 Clear Expectations & Next Steps
✅ Clearly define what needs to change and the expected corrective actions.
✅ Outline consequences if the issue persists, including further disciplinary measures.

🚨 Employees should leave the discussion with a clear understanding of what is expected moving forward.

5. Maintaining Confidentiality & Professionalism

📌 Confidential Handling of Coaching & Discipline
✅ All performance discussions must remain confidential.
✅ Only involve necessary parties, such as the employee’s supervisor, the Operations Manager, and HR.
✅ Do NOT discuss an employee’s performance issues with their peers or other staff members.

🚨 Breach of confidentiality can undermine trust and violate employee rights.

6. Summary: Key Takeaways

✔ Managers must promptly identify and address performance or behavioral issues.
✔ Distinguish between training gaps (coachable) and behavioral issues (formal discipline).
✔ Minor issues should be addressed immediately with real-time feedback.
✔ Serious concerns require private, documented discussions with two managers present.
✔ Keep discussions professional, focusing on actions and expectations.
✔ Maintain strict confidentiality—never discuss employee performance with peers.

By following this Performance & Coaching Policy, Westside Market ensures that employee feedback is clear, fair, and constructive, fostering a professional and supportive work environment.

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