The HR Advisor

There are 4 common schedules for employee performance reviews; annually at the anniversary of their commencement, annually at the start of the financial year, annually at the start/end of the calendar year and more frequent goal-based check-ins.

Regardless of the schedule, many businesses have not been equipped to undertake thorough employee performance reviews in their most recent period.

In business, there will almost certainly be cases where you have an employee who is underperforming or acting inappropriately. Issuing written warnings is a mandatory part of the performance management process; either driving performance corrections or supporting the decision to terminate.

A warning needs to communicate the performance deficit of the employee, reiterate the expectations of the organisation and communicate the consequences if improvement is not achieved.

The chances are that you have an employee right now that is not meeting the required standards of performance or behaviour. Such employees have a direct impact on the productivity and the profitability of the organisation and depending on their role, may have consequences ranging from lost clients to safety risks and workplace accidents, to the resignations of fellow staff members.

Prevention is better than cure in the case of poor performance. So, while you may be in a position where you need to be able to take corrective action, keep in mind that developing strategies to minimise performance management matters is the goal. Employee engagement is one such practice which should be a top priority for your business.