Supporting Employee Success provides a process for employers to identify job expectations for a specific role, get employee input on their current level of ability and what they may need to meet expectations. The employer and employee work together to develop a plan to support the employee’s ongoing success at work.

Use this tool to inform the development of an effective work plan for any employee. This includes new hires, those with performance concerns, those returning to work after leave or as part of an accommodation process. You can use it on its own or as part of an existing approach. It includes potential strategies intended to be no-cost or low-cost to implement. Most involve a small investment of time or a change in communication approach.

The term employer refers to the person who initiates this process with an employee. For example:
  • leader
  • supervisor/manager
  • human resources professional
  • occupational health professional
  • business owner

There are many ways this tool can be helpful.

  • For complex situations involving return to work after a leave, accommodation for a disability, or behavioural or performance issues, the entire process, Steps 1-3, are recommended.
  • Sometimes only part of the process is necessary. For example, if there is role confusion, you may just want to do Step 1 to review and update the job description together.
  • If the only concern is one specific task, you may want to use the Supportive task improvement process instead, which is a more streamlined approach.
  • Where there is a high trust relationship, you may be able to skip directly to the Supporting success conversation, Step 3, and create a plan together.
For a printable version of Supporting Employee Success, a fillable PDF is available.

Step 1

Review the job description together to ensure it’s relevant. It should reflect the actual work expected, without any required accommodation. If the job description doesn’t currently reflect the actual work, you may need to revise it.

Step 2

Address specific job expectations and identify areas of concern. Consider as well, potential solutions to support employee success on the job. These solutions can be part of onboarding, a performance plan, a return to work strategy, or accommodation.
2a. Select from the list of 17 job expectations. Select only those relevant to the employee’s current situation and add others if necessary. The fewer you can choose, the easier the process is for everyone, but be sure to include those that might affect performance and behaviours at work. For each job expectation, review the list of potential solutions you want to offer to the employee. Additional solutions can be added and those that are not practical can be removed.
2b. Clarify job expectations: Complete the employer section for each relevant job expectation.
  • Select the level of expectation required for this job role.
  • Describe how this level of expectation is important to the job. Be as specific as possible about how success in this area is measured.
  • Review potential solutions before forwarding the employee section for completion. Ensure that only those which are possible and practical for this specific job are left for discussion.
  • Also add any potential solutions you feel could be helpful.
  • Send the completed form to the employee.
  • Estimated time required is 5-10 minutes per expectation
2c. Employee completes assessment of their current abilities and potential solutions.
They will provide feedback about:
  • Their current level of ability to meet the expectations.
  • How their level of ability might impact meeting the expectations.
  • The potential solutions suggested. They can ask someone trusted for help. This could include a health professional, union representative, human resources or colleague.
  • Other comments on how potential solutions can help them with meeting the expectation.

When complete, the employee will submit the assessment which will return it to and notify the person who sent it.

The employee will be prompted to and can review the Supporting success conversation questions to prepare for the follow-up discussion.

  • Estimated time required is 5-10 minutes per expectation
  • Estimate of time for the employee depends on the level of well-being of the individual and the support needed to complete this.
2d. Prepare for the Supporting success conversation. Review the potential solutions that the employee has indicated would support their success. Consider if any may need further conversation, organizational approval, funding or alternative approaches. Having solutions approved in advance can make the Supporting success conversation more efficient and effective.
  • Estimated time required is 5-10 minutes per expectation

Step 3

Create a plan together: Meet with the employee to develop a work plan that supports them to successfully meet job expectations.

For more information about creating an effective plan, see Developing employee plans for leaders.

  • Estimated time required is 1-3 hours
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