{"id":2969,"date":"2014-06-05T16:40:36","date_gmt":"2014-06-05T23:40:36","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=2969"},"modified":"2014-06-05T16:40:36","modified_gmt":"2014-06-05T23:40:36","slug":"avoid-inherited-performance-problems","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/avoid-inherited-performance-problems\/","title":{"rendered":"Avoid Inherited Performance Problems"},"content":{"rendered":"

\"marnie.job\"<\/a>Have you ever received the “inheritance surprise?” No, not the one that comes after probate proceedings.\u00a0 \u201cInheritance surprise\u201d is the surprise you get you get a new employee and find their performance is not up to expectations.<\/p>\n

Managers inherit employees in two ways:\u00a0 when the supervisor is new to the work group or when the employee is new to the supervisor.\u00a0 Inheriting employees is a fact of supervisory life. The inheritance experience can be either positive or dreadful, depending on how the employee’s previous supervisor managed the employee’s performance. When supervisors “pass the buck” they create the “inheritance surprise.”\u00a0 Unfortunately, this is all too common in the public sector.<\/p>\n

When you inherit an employee without accompanying notes from the previous supervisor, you are “starting from scratch” with the employee.\u00a0 If the employee has been a poor performer in the past and previous supervisors have not addressed the issue, you are expected to take it on.\u00a0 No one wants to be in this awkward situation.<\/p>\n

You can avoid the inheritance surprise by following these simple practices:<\/p>\n