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Further Details

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.

Guide price

circa £625 1 day per group