Manging poor performers can be problematic
Despite your best efforts and all the support and guidance possible, there will often be times where an employee will fail to reach and sustain the required performance standards. This is when it becomes necessary to step in and manage their performance formally.
It can certainly be a long and drawn-out process, particularly if other factors creep in. The employee goes off sick, or they raise a grievance alongside. But it is a worthwhile process, and it demonstrates your commitment to increasing the employee’s performance in line with your expectations.
A robust performance management process follows a process like this:
- Make the employee aware of the required standard
- How they are failing to achieve this
- Advise what they need to do to reach the required standard
- Give adequate time and support to get there
- To make it clear what the consequences of them not reach the standard are
Usually the consequences are a demotion, or even dismissal. This is often a worst-case scenario and is not a nice end to an already unpleasant process. But you can be assured that despite this, the process you follow mitigates the risk of a successful tribunal claim.
With years of experience in dealing with a variety of performance related issues, we can discuss the problems you are having. We’ll give a range of options to solving the issue, and their associated risk levels.