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6 Tips to Managing Poor Performance in the Workplace

Updated: Oct 21, 2023



Earlier this week, I facilitated a training session on "Managing Poor Performance & Misconduct" with a brilliant group of senior leaders in a large catering and hospitality business.


As business owners, managing poor performance is inevitable, so here are my top 6 key takeaways from our session I thought valuable to share with you:


1️⃣ Set Clear Expectations: Ensure that employees understand their roles, responsibilities, and performance standards from day one. Clarity in expectations sets the stage for success and minimises misunderstandings.


2️⃣ Early Identification: Don't wait for issues to escalate (because they will..). Identify performance problems early to address them effectively and ‘nip them in the bud’


3️⃣ Coaching: Providing feedback is crucial, yet often it can be confrontational for both parties, and emotions are high. Use a coaching approach to create a safe and supportive environment that encourages open dialogue, active listening, and collaborative problem-solving.


4️⃣ Fair Disciplinary Procedures: Implement a fair and consistent disciplinary procedure to maintain trust and transparency. This can also safeguard your business against very costly unfair dismissal or adverse action claims.


5️⃣ Documentation: Keep meticulous records of performance discussions and actions taken. This documentation is invaluable for making informed decisions. This is also crucial as potential evidence if you’re facing a claim.


6️⃣ Culture of Improvement: Build a culture of continuous improvement where learning from mistakes is encouraged and celebrated.


If you're interested in similar training sessions or have any questions about managing performance and misconduct in your business, feel free to reach out.


Sandra Coghlan



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The content provided on this website serves as a general information resource on the subjects discussed, and should not be considered tailored to specific individual circumstances or a replacement for legal counsel. While we exert significant effort to ensure the accuracy of our information, HR Consulting TAS cannot ensure that all content on this website is consistently accurate, exhaustive, or current. Recommendations by HR Consulting TAS and any information acquired from this website should not be regarded as legal advice.

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