Firstly, I would schedule a one to one meeting with Jim. In that meeting, I will maintain a professional, advising, and guiding attitude towards him while sharing with him his annual performance job review. I will start with the affirming and encouraging factors of his job review; for instance, his work consistency, work behavior, punctuality, job engagement, and organizational commitment. Additionally, I would reassure Jim that being a manager, I myself and the entire management has appreciated Jim’s performance for the previous 9 months. He has been always praised and portrayed as a role model among other employees. While boosting up his moral, I will inform Jim about the actual issue that I have observed him to come late from last few days along with agreeably asking him about the personal or professional problem if there lies any. While allowing Jim to explain, I would then straightforwardly inform him about the production line issues that has been ascending due to his late arrival while also telling him that the similar practice in future could not only lead to production loss and resource wastage but can more decisively bring his own job into risk. I would also guide him that since his work practices have always been admired and replicated by other employees; therefore, this consistent practice of late arrival would also provide room for other employees to do the same. After doing so, I would once again allow Jim to offer his stake over my opinion and observation, and also ask him that if there is any organizational factor hindering his performance.
Lastly, I would counsel and guide Jim stating that he has got a lot of potential that has been already witnessed by the entire management and what is further expected from him is to avoid and overcome such small factors that could hamper his career growth and job reputation. In order to motivate Jim, I would endeavor to link his performance with prospective anticipating rewards and recognitions within the organizational appraisal system, as well as, encourage him to revive his job performance so that he could meet the expectation of management. I will also articulate Jim that our organization values his talent, skills, and expertise, and there are great opportunities ahead that he could avail to grow his career within the organization, but only if he upholds his performance once again. I believe the meeting will help Jim to leave motivated from my office to give his best while staying committed to his job.
References
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press. http://www.langtoninfo.co.uk/web_content/9780521820462_frontmatter.pdf on September 2, 2016
