Almost everyone comes to work wanting to succeed. But, for many reasons, even good employees can struggle to consistently meet our standards. If you have set expectations, given feedback and coaching and perhaps a verbal reprimand, but your standards aren’t being metit’s time for more formal action.
It may be too early for disciplinary action but a formal conversation and documented turnaround plan is required. Note: follow these guidelines if the person is within their 90-day trial period.
Our five step approach
Your job is to tackle the problem early, learn its causes, and work with the team member to fix it promptly. Experience shows our simple five-step process (below) usually gets things back on track. (Note: For more detail refer to our guidelines).
Common problems and how to handle them
Read specific advice on handling the following kinds of problems; poor understanding of job requirements, inadequate commitment/effort, lack of time/materials/support a minor or uncharacteristic incident of unacceptable behaviour or a continuation/repetition of poor performance.
Handling personal problems that impact work performance
Sometimes problems in an employee’s personal life (e.g. family, money, gambling, drinking, relationships,depression etc) impact their work performance. As their manager, you have an obligation to care for them (we provide professional support through our EAP program) but also to minimise the work impact of the situation is minimised. Often, these are emotional and sensitive areas and our handling of them must reflect that. Our guidelines and conversation plan will help you prepare well and become confident in handling these situations.
What if things don’t improve?
If the turnaround plan is not working, talk to HR. The options will probably be either to begin disciplinary action or write to them indicating that if the issues aren’t resolved by a particular date disciplinary action will begin. If the employee has a 90 day trial period and you wish to dismiss them, contact HR as soon as possible, the termination (including the notice period) must be completed within the 90 days.