8 key steps to managing poor performance in the workplace:
- Set out clearly at the commencement of the employment the performance standards expected – it is important that employees are aware of what is expected of them;
- Identify examples of under performance with evidence to support the concerns (keep records of errors, time records etc.);
- Discuss the under performance with the employee setting out the issues and concerns;
- Conduct regular performance reviews and appraisals and provide honest and genuine feedback;
- Consider what may be contributing to the under performance and try to identify how the business may assist the employer to overcome it;
- Set measurable targets and timeframes for improved performance;
- Monitoring the employees progress and providing further guidance and training if necessary; and
- Warn the employee that continued under performance will have consequences for their employment.
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Ashbrooke Law publications are intended to provide guidance and general information. They should not be relied upon as legal advice. Formal legal advice should be sought on matters of interest arising from this article.