Managing staff poor performance handling staff capability issues
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This document provides guidance on managing poor employee performance. It recommends addressing issues immediately and being specific about expectations and evidence of poor performance. If an informal discussion does not resolve the problem, a formal meeting should be scheduled, with preparation including written examples. The meeting should have a private setting and result in a clear performance improvement plan. Follow-up is important to ensure the agreed actions are implemented and performance is adequately improved within the specified timeline.
Managing staff poor performance handling staff capability issues
- 2. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk
- 3. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk
- 4. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk Advice for handling poor performance? Deal with it immediately – letting poor performance carry on creates problem for the staff member and resentment in the team Don’t pre-judge – Ask questions at first, there may be external reasons for poor performance Be specific – don’t use hearsay and opinion, use facts and evidence Be calm – Don’t let emotions run the situation. Deal with poor performance with a clear head Offer support – The goal is to improve the performance of the individual. Provide the support necessary to do this
- 5. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk Step 1: Have an informal discussion Most cases of poor performance never need to go beyond this point if it structured well and thought through
- 6. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk An informal discussion Find a timely, relaxed and private opportunity to discuss the issues you have State the issue clearly and be precise about the standards required Ask for the team members view on their performance (they often know they are not doing their best) Ask them to suggest a way forward Agree a plan Set yourself reminders to review progress and encourage positive changes
- 7. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk Step 2: Have a formal performance meeting If the informal discussion has not delivered a result, then you need to move the process forward. This shows commitment to the standards to the staff member and the wider team
- 8. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk A formal performance meeting - Preparation Write down the key performance issues with specific examples List the problems that this poor performance creates for the business and team Describe clearly the action that will need to be taken Set out the resources that will be made available to help them
- 9. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk A formal performance meeting – 5 Ps Prepare – In detail, as described Private – remove distractions such as phones and ensure the meeting wont be interrupted Participate – Get the employee to describe their thoughts and ways they can improve Precise – Don’t sugar-coat things – be clear on the negative impact of the poor performance Plan – Clearly and in detail, what will happen next so both sides are clear
- 10. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk A formal performance meeting Give 48 hours notice of the meeting and ensure preparations are discreet and professional Have a colleague or HR representative accompany you in the meeting Consider the facts and decide on a course of action or appropriate sanction such as a warning
- 11. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk Step 3: After the meeting The meetings are important, however as a manager your commitment to the process will be truly evident by the nature in which you follow through on the meeting actions
- 12. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk 1. The precise nature of the performance issues 2. The level of improvement needed and timescales 3. How they will be supported 4. The consequences of not achieving standards 5. How long a warning will stay on record (if issued) 6. Consequences of continued failure to reach standards 7. Reasons for dismissal (if appropriate) 8. Rights of appeal (if appropriate)
- 13. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk 1. Identify precise and measurable performance targets 2. Diarise key follow up points 3. Specify any required training 4. Identify the positive results if the plan is successful 5. Incorporate employee suggestions into the plan 6. Give enough time for the employee to improve
- 14. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk
- 15. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk
- 16. Want to learn more about managing poor performance? Call Pathway on 0121 707 0550 or visit www.Elearning.pathwaycourses.co.uk Offers training courses on managing poor performance – teaching: Knowledge & skills to tackle performance problems effectively How to prepare & conduct a formal capability meeting. What the purpose & benefits of capability management are & how to put it into practice. Improve communication skills & remain fair & consistent with all staff The importance of preventive action Tackle performance problems effectively Questioning & interviewing techniques Setting clear objectives Pathway Group