A long-time employee who has consistently performed well suddenly begins missing deadlines. What should HR do first?

A long-time employee who has consistently performed well suddenly begins missing deadlines. What should HR do first?

• A. Discipline the employee immediately.
• B. Explore possible causes such as workload, health, or personal issues.
• C. Terminate the employee for performance issues.
• D. Ignore the change in performance.

Answer: (B)

When a long-time employee who has consistently performed well suddenly misses deadlines, the first move is to explore possible underlying causes such as workload, health, or personal issues. This approach recognizes that a performance hiccup can be a symptom of something outside the employee’s control, rather than a sign of deliberate underperformance. By investigating root causes, HR can determine the appropriate, supportive response instead of jumping to punishment or termination. Start with a private, nonjudgmental conversation to gather facts: recent changes in workload, new or conflicting priorities, any health concerns, caregiving pressures, or personal stressors. Review workload trends, deadlines, and resources available to the employee, and consider whether accommodations or adjustments (like reallocating tasks, shifting deadlines, or providing time off) could help. If health or personal issues are involved, point the employee toward appropriate supports such as an employee assistance program, medical guidance, or a temporary leave if needed. Throughout, document what is discussed and any agreed-upon steps, and ensure actions align with policy and legal guidelines. Disciplining immediately or terminating for a sudden dip in performance is not appropriate as a first response, and ignoring the change can worsen outcomes. By identifying and addressing the root cause, HR protects both the employee and the organization and sets the stage for restored performance.

When a long-time employee who has consistently performed well suddenly misses deadlines, the first move is to explore possible underlying causes such as workload, health, or personal issues. This approach recognizes that a performance hiccup can be a symptom of something outside the employee’s control, rather than a sign of deliberate underperformance. By investigating root causes, HR can determine the appropriate, supportive response instead of jumping to punishment or termination.

Start with a private, nonjudgmental conversation to gather facts: recent changes in workload, new or conflicting priorities, any health concerns, caregiving pressures, or personal stressors. Review workload trends, deadlines, and resources available to the employee, and consider whether accommodations or adjustments (like reallocating tasks, shifting deadlines, or providing time off) could help. If health or personal issues are involved, point the employee toward appropriate supports such as an employee assistance program, medical guidance, or a temporary leave if needed. Throughout, document what is discussed and any agreed-upon steps, and ensure actions align with policy and legal guidelines.

Disciplining immediately or terminating for a sudden dip in performance is not appropriate as a first response, and ignoring the change can worsen outcomes. By identifying and addressing the root cause, HR protects both the employee and the organization and sets the stage for restored performance.