Answer to Question 1
As discussed in the text, these strategies and considerations are:
Don't hire an opportunistic employee in the first place. Have appropriate screening devises and, if in doubt, don't hire the employee.
Use the probationary period to identify potential problems and, if in doubt, do not retain the employee.
Know your organization's disciplinary procedures, conduct rules, union contract provisions (if unionized), and other policies regulating employment, and follow them consistently. Ensure you are following the rules to the letter and that your actions are consistent with what you would do for other employees in similar circumstances.
Prepare for the long haul. You must be relentless in managing the opportunistic employee and not let up with respect to fairly and consistently disciplining the employee when warranted.
Be relentless with documentation and follow-through. Build your case completely and thoroughly, leaving no opportunity for the employee to identify and exploit weaknesses.
Maintain a dispassionate, levelheaded demeanor when confronting the employee. Prepare in advance when meeting with him or her, anticipate counterarguments the employee may make, and respond succinctly and forthrightly to the employee. Maintain control of your emotions.
Do not be the employee's friend. Again, this may be exploited as a weakness.
Consider presenting a written performance improvement plan or action plan rather than discussing performance expectations at length during a meeting. You do not want to engage in long explanations with the employee, which may provide the employee with the opportunity to distort your message or use it later as evidence against your case.
Plan for a short meeting. The same considerations as the item above apply.
Answer to Question 2
FALSE
Example of an employee performance evaluation form.
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