In the termination stage of correcting performance problems, it is important to determine if the performer was unwilling or was unable to meet agreed upon performance expectations.

In the termination stage of correcting performance problems, it is important to determine if the performer was unwilling or was unable to meet agreed upon performance expectations.

• A. True
• B. False
• C. Depends on context
• D. Not applicable

Answer: (B)

During termination, the emphasis is on whether the employee has failed to meet performance standards after a documented corrective process, not on diagnosing the root cause at that point. The distinction between being unwilling (motivation) and being unable (ability) should be identified earlier, during coaching and the performance improvement process. By termination, the key question is whether sufficient progress was made and the standards were not met despite those efforts, justifying ending employment. This focus ensures fair process and clear documentation.

During termination, the emphasis is on whether the employee has failed to meet performance standards after a documented corrective process, not on diagnosing the root cause at that point. The distinction between being unwilling (motivation) and being unable (ability) should be identified earlier, during coaching and the performance improvement process. By termination, the key question is whether sufficient progress was made and the standards were not met despite those efforts, justifying ending employment. This focus ensures fair process and clear documentation.