Performance managing an employee is uncomfortable and difficult. As a result, some Managers ‘turn a blind eye’, hoping the problem goes away. This, however, results in the employee’s poor performance being tolerated or even accommodated, which magnifies its impact.
Ideally, you can manage an underperforming employee ‘up’, but what if you have to manage them ‘out’. Are you confident you have a fair and due process to do so?
Performance counselling & discipline processes need to be consistent and legally defensible to avoid procedural unfairness.
This policy should demonstrate your commitment to a fair and due process, ensuring you meet regulatory requirements, whilst not being too prescriptive.
As part of our recommended essential employment policies, we will provide you with this policy.
Our performance management guidelines build on the performance counselling & discipline policy and provide the steps for your Managers to follow to effectively conduct a performance management process. These guidelines in-conjunction with performance management template documentation, will give your Managers the tools and resources they need to minimise risks to your business.
It is critical to document all performance management processes. We will provide you with all the templates documents you need to record these discussions.