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MB Academy — Manager/Supervisor Training

Complete all seven modules, then take the Final Exam to earn your MB Academy Certificate.

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MB Academy — Manager/Supervisor Training

Mary Brown's Chicken · Store #6264 · Belleville, ON

MB Academy / Operations Exam
Module 7 Resource
Performance Management Flowchart

By acting quickly, a good leader ensures performance issues do not persist or escalate. Follow this flowchart from the first sign of a gap all the way through to resolution.

Performance Management Flowchart

Step-by-Step Escalation Process

Establish Performance Expectations
Ongoing Give informal positive feedback frequently
Ongoing Performance Monitoring
Performance
Meets
Expectations?
YES
↑ Return to
Performance Monitoring
NO
Analyse
Performance Issue
Are expectations clear?
YES ↓
Has employee been trained?
YES ↓
Adequate tools to do the job?
YES ↓
Follow Performance
Management Flow Chart
NO
Clarify Expectations
NO
Provide Proper Training
NO
Supply Adequate Tools
Fireside chat Clarify expectations
Consider mitigating factors
Keep diary note
Informal Discussion
(Fireside Chat)
Has Performance Improved as Expected?
YES
↑ Return to
Performance Monitoring
NO
Verbal warning Keep record of warning
Employee does not have to sign
May combine with fireside chat
Issue Verbal Warning
Has Performance Improved as Expected?
YES
↑ Return to
Performance Monitoring
NO
First written Have specific examples ready
Employee to sign & receive copy
Continuous improvement view
Seek a positive outcome
Issue First Written Warning
Has Performance Improved to Required Standard?
YES
↑ Return to
Performance Monitoring
NO
Final written Ensure employee understands consequences of not improving
Make sure you have done everything possible to support them
Issue Final Written Warning
Has Performance Improved to Required Standard?
YES
↑ Return to
Performance Monitoring
NO
Termination Respect the employee's privacy
Document all reasons for termination
Issue Termination

Leadership Standards

What Good Leaders Do

When Managing Poor Performance

  • Focus on the problem — not the person
  • Ensure consistency: treat similar behaviour the same across your team
  • Use specific, documented examples
  • Remain open-minded about the employee's reasons and context

Act Early — Every Time

  • Good leaders earn respect by addressing issues promptly
  • Recognise that you may be contributing to the issue
  • Investigate all options before escalating
  • Acting quickly prevents small issues from becoming larger ones

Earning Respect

Good leaders earn respect from their employees by acting early to resolve performance issues. They do not let situations linger or hope the problem resolves itself.

Self-Awareness

Effective leaders know that they themselves might be the cause of a performance issue. They investigate all options — including their own leadership — before taking corrective action.