Dealing With Poor Performers
- July 8, 2014
- Posted by: Jayne
- Category: Uncategorized
Dealing with poor performers. Workplace health and safety. Downsizing and dismissal. Legal obligations as an employer. Human resources can be enough to overwhelm any manager or small business owner!
Luckily for you, we have The Guide to Managing Staff. And do you know what the best part is? It’s free.
Recently a client (we will call her Grace) was dealing with Will, an employee in her business who just wasn’t performing. Grace was clear on the company expectations and clear on the gap in Will’s performance. Will indicated a sincere desire to improve, but after months of discussions, did not understand how to do so. Grace was confused – she had explained that Will wasn’t meeting KPIs, and to improve performance he would need to start meeting them, so what else did she need to explain to him? Three months later there had been no improvement in performance.
If only Grace had read our guide!
Excerpt:
Action plan to bridge the gap
It is important that you and your employee agree on the necessary actions that need to take place and/or external support required and you will record this in an action plan or performance improvement plan. The plan should document the identified performance objectives and the timescales allocated to this (timescales should be realistic and reasonable) and your employee’s progress should be monitored carefully.
Once we helped Grace put an action plan in place, we were able to identify training and mentoring opportunities for Will, who in turn demonstrated a marked improvement and is continuing to do so.
Don’t be like Grace. Click Here today to order your free e-copy of our Guide to Managing Staff.