Dealing With Poor Performance

Dealing with poor performance issues is vital in today’s
society and most Companies lose employment tribunals,
because they didn’t follow correct procedure not because of
the facts of the situation. Giving feedback on poor
performance needs careful structuring and preparation.
The danger for the manager is that feedback can easily
develop into a list of criticisms.
Good training and supervision are essential to the
achievement of satisfactory performance. Regular dialogue
with employees about performance, either formally or
informally, will help to identify any specific problem area and
allow remedial action to be taken promptly. Poor
performance, particularly during a probation period, should be
identified as quickly as possible, so that the correct remedial
action can be taken.
Assessment criteria must be non-discriminatory and should
only be relevant to the requirements of the job. Those
responsible for carrying out appraisals need to be aware of
the dangers of stereotyping and making assumptions based
on inadequate knowledge.
The key to effective action is to get the procedures right from
the start.
Poor performance or falling standards of performance may
occur for many reasons for example a lack of training or
instruction, lack of motivation, lack of basic ability, or some
underlying medical or personal problem which is affecting
performance at work.