Question

What appropriate and necessary actions do you need to take to advise relevant people where there is poor performance?  Please outline the process and refer to the relevant legislation.

Answer 1

When there is a poor performance one needs to take quick action so that the loss could be minimized:

1)managers must review performance regularly and should not delay in it for long as an employee often has a false impression of how well they are traveling and so feedback about their poor performance comes as a shock. Hence it must be done regularly so the employee is also concerned about how is he performing.

2)clear communication will help an employee to understand the objectives. Communication is a tool that helps in better work coordination. If you want your employee to have a genuine chance of improvement, they must know where their performance is lacking and what standard is required and this must be facilitated by a two-way conversation.

3)Effective goal setting must be done. Goals set must be written clearly and objectively and must be directed towards contributing to the achievement of business strategy. Accordingly set key job expectations and specifications this will guide an employee to perform accordingly and a manager will be able to minimize the poor performance of employees.

4)Document everything whether positive or negative this will help in better evaluation and improvement. With the help of this log a manager can record successes or performance that requires improvement, it serves as a reminder, and escaping things out of mind has little or no possibility. This documentation must be maintained based on observation and objective then only it will help to improve process and performance.

5)Encourage employees to discuss their performances openly and consider how to make improvements in order to move forward. This process will help to add value and increased employee participation. Employees will open up their problems and this process will also facilitate a better solution in every possible way. This process includes things like annual surveys, focus groups, manager feedback, reporting, or a combination of these or any method. This will build an image in the minds of people that even if they are stuck in problem there are people who will push them towards success.

6)Linking performance with rewards will keep the employee motivated but it must be fair and equitable. This can be provided through a  number of ways like formal recognition events, informal public recognition or privately delivered feedback. This will keep the employee constantly improving their performance.

7)The manager must work in improving his or her own performance as managing people efficiently is a big task. Successfully holding difficult conversations and managing poor performance is a learned skill that one needs to develop.No one likes a poor manager. A confident, clear, constructive, respectful manager is one whom people want to follow. Set an example so that employee follows you listen to you . This will induce a sense of improvement in the minds of employee and they will work hard.

the above mentioned are the ways by which poor performance could be minimized hence one must follow the below said process:

1)Identify the source of the problem.

2)Schedule a meeting

3)Lay out clear expectations to the employee

4)Allow the employee a chance to improve.

5)Document all meetings and communications

6)Evaluation and feedback.