Managing Employee Under Performance – Essential but challenging!

Performance issues are a common challenge for business owners but mishandling them can lead to costly grievances and/or legal costs. It’s essential to follow a fair and structured process to address poor performance and avoid the pitfalls that many employers fall into. Below are eight common mistakes to watch out for:

1. Avoiding the problem
Procrastination only worsens performance problems. Address concerns early by clearly outlining the standards expected, and work with the employee to help them meet those expectations. Waiting too long may allow the issue to escalate.

2. Ignoring the ‘Performance Improvement Process’
A formal performance improvement process (PIP) should focus on helping employees to improve. Provide clear goals and the necessary resources to support the employee in achieving these objectives.

3. Lack of transparency and support for the affected employee
Encourage employees to have support or representation at important performance meetings. This ensures transparency and helps maintain fairness throughout the process. Not encouraging or allowing this can lead to grievances.

4. Little or no documentation

Always take detailed notes of performance meetings. This documentation helps clarify what was discussed, the action points agreed upon, and any follow-up expectations. It can protect you from misunderstandings and future disputes.

 5. Lack of resources and/or training
Employees should be given the proper resources, training, or mentoring to improve their performance. Failing to offer the support needed or agreed, will unlikely result in improvements, increasing the risk of a grievance.

6. No progressive performance reviews
It is important to measure performance at key stages during the improvement process and to document both progress and setbacks. Keep employees fully informed of their progress or otherwise, ensuring the process remains transparent and fair.

7. Lack of integrity
Employers must act with integrity throughout the performance management process. This includes providing adequate time for improvement, setting realistic expectations, and offering consistent support. Failure to do so would be detrimental.

8. Avoiding the decision
Ultimately a decision is required, and definitive action may need to be taken. That may be to end the PIP and to move forward positively or to bring the employment to an end. Either way this is essential to the employee as much as it is to the business.

Handling performance issues appropriately is crucial for maintaining a fair and responsible work environment. By avoiding these common mistakes, business owners can ensure fairness and minimise the risk of any resulting grievances or legal challenges.