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You may also be interested in taking our online course in managing employee performance.

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It has interactive activities and templates to help supervisors and managers promote good employee performance in the workplace and address underperformance when it occurs. Take our online course: Managing performance online learning course. Working at best practice Employers who work at best practice benefit from motivated staff that are performing at their best.

These employers also understand that when issues concerning underperformance are not addressed and managed both appropriately and sensitively, it can lead to unhealthy and unproductive outcomes that may affect the entire workplace.

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This best practice guide helps explain what is meant by underperformance and why this happens. It sets out an easy to follow five-step plan to help employers and employees address and manage issues about underperformance.

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There is also a checklist to assist best practice employers. This guide illustrates best practice when it comes to managing underperformance. For specific information regarding your minimum legal obligations, contact the organisations listed under the 'For more information' section at the end of this guide.

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Back to top Why work at best practice? Establishing effective performance management systems can have significant benefits for your business, as it can lead to happier, more motivated and better performing employees.

Reviewing, refining and top trading staff reviews performance management systems are ways of helping achieve these significant benefits.

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What is underperformance? Underperformance or poor performance can be exhibited in the following ways: unsatisfactory work performance, that is, a failure to perform the duties of the position or to perform them to the standard required non-compliance with workplace policies, rules or procedures unacceptable behaviour in the workplace disruptive or negative behaviour that impacts on co-workers. Underperformance is not the same as misconduct. Misconduct is very serious behaviour such as theft or assault which may warrant instant dismissal.

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In cases of misconduct employers should seek specific advice about how to proceed before taking any action. What are the reasons for underperformance?

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There are many reasons why an employee may perform poorly. Underperformance should be dealt with promptly and appropriately by an employer, as employees are often unaware they are not performing well and so are unlikely to change their performance.

Best practice employers understand that issues that are not addressed promptly also have the potential to become more serious over time. This can have a negative effect on the business as a whole as it can affect the productivity and performance of intuitive trading entire workplace.

Managing underperformance

Helpful hints Dealing with underperformance can be challenging and confronting for employees and employers alike, but it does need to be addressed. Managers need clear procedures, organisational support and the courage and willingness to manage the issue. Provide training to managers on how to handle underperformance issues. It may be helpful to include role play workshops in the training material so that managers can learn how to approach matters in real-life scenarios.

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Well trained managers are better able to identify and address issues of underperformance. If performance problems arise, it is crucial that they be resolved early. The longer that poor performance is allowed to continue, the more difficult a satisfactory resolution becomes, and the more the overall credibility of the system may suffer. Not every underperformance issue needs a structured process.

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Explore other options for improving performance, such as the use of continuous feedback. Remember that for performance management to be successful, the culture of the business should be one which encourages ongoing feedback and discussion about performance issues in open and supportive environments. How to manage underperformance A clear system for managing underperformance is good for both a top trading staff reviews and its employees.

Best practice employers are aware that ineffective performance management can top trading staff reviews reduce the level of performance in a workplace. Employees that perform well can lose motivation if they have to carry the burden of poor performing colleagues. Also, most employees who are not performing well would like to improve. Negative attitudes to performance management, or a lack of credibility with the process, can be an indication of an inadequate performance management system.

A consistent approach to performance management provides opportunities to address problems and generate effective solutions. A successful performance management process is one that supports the workplace culture and is accepted and valued by employees. Here is an easy to follow step by step guide to managing underperformance. Step 1 - Identify the problem It is important to understand the key drivers of performance or underperformance within the workforce. It is also important to correctly and specifically identify the problem.

Some common reasons for underperformance are identified later in this guide. Step 2 - Assess and analyse the problem The employer should determine: how serious the problem is how long the problem has existed, and how wide the gap is between what is expected and what is being delivered.

Once the problem has been identified and assessed, the employer should organise a meeting with the employee to discuss the problem. The employer should let the employee know the purpose of the meeting in advance so they can adequately prepare for the meeting.

The employee should be allowed top trading staff reviews bring a support person of their choice or a union representative to the meeting. Employers working at best practice will inform the employee that they can bring a support person as a matter of process.

Step 3 - Meet with the employee to discuss the problem It is important that the meeting takes place in private and in an environment that is comfortable and non-threatening, away from distractions and interruptions.

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Making money fast and easy employer should begin by holding a discussion with the employee to explain the problem in top trading staff reviews terms. From this conversation, the employee should be able to clearly understand: what the problem is why it is a problem top trading staff reviews it impacts on the workplace, and why there is a concern.

The employer should discuss the outcomes they wish to achieve from the meeting. The meeting should be an open discussion and the employee should have an opportunity to have their point of view heard and duly considered. The employer should listen to the explanation of why the problem has occurred or to any other comments the employee makes. When having this type of meeting, it may be useful in facilitating discussion to refer to recent positive things that the employee has done to show them that you also recognise and appreciate their strengths.

Key points for employers to remember when holding the meeting are to: talk about the issue and not the person explore the reasons why there is an issue clarify details stay relaxed and encouraging, and summarise to check your understanding of the situation.

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And, when discussing shortfalls in any area, it is important to check that the employee: is aware that it is a task that is required of them has been shown what is required, understands the gap between what is happening and what is required.

Step 4 - Jointly devise a solution Where possible, it is important that a solution is jointly devised with the employee. An employee who has contributed to the solution will be more likely to accept and act on it. When working out a solution, the employer should: explore ideas by asking open questions emphasise common ground keep the discussion on track focus on positive possibilities, and offer assistance, such as further training, mentoring, flexible work practices or redefining roles and expectations.

A clear plan of action should be developed with the employee to implement the solution.

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This can be in the form of a performance agreement or action plan. A performance agreement or action plan can: reflect an understanding of performance expectations and what is to be achieved over the specified time period performance improvement milestones clarify roles and responsibilities of the employee include strategies for training and career development include timeframes for improvement these may vary depending on the issue and needs of the business, however it is important to give an employee adequate time to improve their performance reinforce the value and worth of the role being performed.

A date should be set for another meeting top trading staff reviews the employee to review progress and discuss the employee's performance against the agreed action plan. The employer should keep a written record of all discussions relating to underperformance in case further action top trading staff reviews required. Generally, it may also be used as evidence if legal action is taken about the matter. Helpful hint When devising a solution, make sure it is clear and easy to follow and does not rely on 'performance-management speak'.

Use everyday language to avoid alienating both managers and employees.

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For example, if terms such as 'KPIs' Key Performance Indicators aren't part of everyday language, don't use them in performance discussions and agreements. Step 5 - Monitor performance The employer should monitor the employee's performance and continue to provide feedback and encouragement.

A meeting to review and discuss the employee's performance should be held even if there is top trading staff reviews longer an issue. This enables both parties to acknowledge that the issue has been resolved.

The employer should provide both positive and negative feedback to the employee and should work with the employee to ensure that performance improvements are sustained.

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