The answer to this question is that there’s no statutory time frame for improvements for underperformance.

Timescales for an employee’s improvement must be reasonable and will depend on the circumstances, including the employee’s role and position within your company and his or her length of service and past performance. In some cases, a review period of a few weeks may be sufficient – for tasks that are carried out every day, or for performance that can be seen every day, such as starting work on time. In others cases, a review period of several months may be more appropriate, for longer term activities such as sales.

When you agree to provide your employee with additional training or support, this will need to take place before their performance can sensibly be measured again. You should make sure that you monitor your employee’s performance during the relevant review period. The period should be long enough to allow you to assess whether or not your employee has made and sustained the necessary improvements.

The answer to this question will also be different for each different situation. If you have a member of staff whose performance needs to be reviewed, get in touch and we can talk about the situation, to help you work out the best way forward.

You can also find out more by watching one of my recent videos, by clicking here.