When you’re looking to grow your business, you’re only as strong as your weakest member. Dealing with somebody in your team who doesn’t live up to the standards you require is difficult, both legally and ethically. Before you show an employee the red card, be sure you have tried everything that is expected from you, the employer, to guide them and push their performance to a higher level.
There is a seven stage process you can follow, to help you tackle poor performance. Here are the first three steps to take:
Step 1: Informal Conversations
Your starting point for resolving issues should be to deal with them early and informally. Sit down and discuss your concerns with your employee. Use these meetings to encourage and develop the behaviour and performance you want.
Never automatically assume that the employee is at fault. Investigate the causes of poor performance before deciding what action to take. Your aim should always be to help your employee bring their performance up to standard.
Step 2: Offer Support
Where your conversation reveals a cause that’s not the fault of your employee, your initial response should be to offer help and support. Regularly monitor performance, referencing the objectives and timescales agreed, where appropriate. You should offer ongoing support, even after the discussion; and keep records and notes of all informal discussions.
Step 3: Performance Review Meeting
If, following informal discussion and support, and from monitoring your employee’s performance, you don’t feel improvements have been made, you’ll need to follow a formal capability procedure. This procedure provides for a series of performance review meetings with the employee following which formal warnings may be issued.
You must give your employee at least 48 hours’ notice of a performance review meeting and ensure the arrangements are handled with discretion and confidentiality.
Make sure you’re accompanied at the meeting by a colleague or HR representative. Their role is to support you and take accurate notes of the meeting, enabling you to focus on handling the session fairly and appropriately.
There’s a lot to take in here, so we’ll cover the next steps in another blog. In the meantime, if you need any help now with a staff performance issue, call us on 0118 940 3032 or email firstname.lastname@example.org and we’ll give you some advice.