In any organization, maintaining high performance is critical to success. However, when individuals or teams fail to meet expectations, a structured approach is necessary to address non-performance while ensuring fairness and development opportunities. The Change to Change (CoC) Framework provides a clear pathway for employees to improve their performance or face necessary consequences.

Framework Overview

The CoC Framework is designed to give underperforming employees a fair chance to develop their skills in alignment with organizational rules and job requirements. They will receive proper guidance, feedback, and a structured performance improvement plan. If, despite these efforts, the employee fails to meet expectations, replacement becomes the final step to ensure organizational efficiency.

Key Steps of the CoC Framework

1. Registration & Documentation
   • A registration book will be maintained for each individual undergoing the CoC Framework.
   • This ensures transparency and tracks the employee’s progress throughout the improvement process.
2. Performance Development Plan (PDP)
   • The employee must create a scheduled performance development plan outlining actionable steps to address their non-performance.
   • The plan should include measurable goals, timelines, and required support from the organization.
3. Regular Feedback & Guidance
   • The employee will receive continuous feedback from supervisors to monitor progress.
   • Constructive feedback sessions will highlight strengths, weaknesses, and areas needing improvement.
4. Final Evaluation & Decision
   • If the employee demonstrates improvement, they will be reintegrated into regular performance expectations.
   • If no improvement is observed despite support, the organization will proceed with replacement to maintain productivity.

Governance & Compliance

To ensure the CoC Framework is implemented effectively, the following governance measures will be in place:

1. Structured documentation of all steps taken during the improvement process.
2. Clear communication between HR professional, supervisors, and the employee at every stage.
3. Fair assessment based on measurable performance indicators rather than subjective judgement.

Conclusion

The Change or Change (CoC) Framework balances employee development with organizational accountability. It provides a structural opportunity for individuals to improve while ensuring that non-performance does not hinder overall productivity. By following this framework, organizations can maintain high standards while fostering a culture of growth and responsibility.