Managing poor performance
Is one of your employees not meeting the standards you expect? Is there a lack of improvement over time? Or are they not making enough of an effort?
Whether you would like advice in relation to how you can support your employees, restructuring job roles, disciplining or even dismissing an employee we can help. We understand that handling poor performance can be distressing and stressful for all involved, so we can help you manage the situation so that you feel confident in any action that you eventually take.
What is poor performance?
Poor performance could be one of a number of things, for example: an employee is not meeting the standards you expect, there is a lack of improvement over time or an employee is not making sufficient effort.
What can cause poor performance?
Poor performance can be caused by a range of things, such as the employee’s inability to do the job in question, low motivation, over-difficult tasks being given out or a lack of support.
What should you do?
Your first thoughts may be that the poor performance may be due to incapacity, misconduct or even negligence and therefore the employee should be dismissed. However it is important you understand that jumping to conclusions in relation to the cause of the poor performance could cause your business problems further down the line. Therefore, your actions will depend on a variety of factors such as the employee in question, the specific allegations of poor performance and how long the poor performance has been going on for etc.
Why Moore Blatch?
Whether you need advice in how to reassess the business to ensure that you are doing everything you can to support your employees, to redesign a job role to fit an employee, create a more motivating environment or dismiss an employee in relation to their poor performance, our dedicated team are here to help you. Our team will be open and honest with you throughout the process so you are able to assess your position clearly.
For more information please contact Katherine Maxwell or Naomi Greenwood.