Carrying out regular staff appraisals and identifying objectives is key in preventing poor employee performance.
In this article, Robert Walters provides useful advice on how you can identify poor performance, and the steps you can take to improve your employee's performance at work.
Identifying poor performance
In order to make a determination that an employee is not performing to an acceptable level, it is essential that some sort of performance measure/standard has been identified in advance. The employee should also be informed of and understand what is required of him or her.
To do this, there are a range of measurement tools you can use:
Finding causes of poor performance
When it becomes apparent that an employee is not performing to the standard required, it is important to identify the underlying causes for poor performance. Poor performance could be related to:
Each of these situations will call for different remedial actions, thus emphasising the importance of correctly identifying the cause of poor performance.
Correcting poor performance: setting clear targets
To ensure fairness of dismissal, the employer must demonstrate that an employee was given sufficient opportunity to improve.
To do this, firms should set clear targets for their employees in the following ways:
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