How to Manage Poor Performance

In a small business or start-up everyone’s contribution counts. That doesn’t mean that poor performance isn’t still swept under the carpet. Maybe managers are busy dealing with more pressing issues. Or they know the performance conversation is going to create conflict. Whatever the reason, if poor performance isn’t addressed, it can quickly impact the rest of your team’s delivery and morale. 

Here are some tips to help you proactively manage poor performance:

Don’t ignore it

As soon as you notice someone isn’t performing well, even if they are normally a good performer, have an informal conversation with them about it.  Be supportive and seek to understand what is happening. They might be dealing with a personal issue or something that can be very easily resolved. Either way, make sure you document the conversation and put it on their HR file.

Give people time to improve their performance

The amount of time you should allow depends on the nature of the performance issue. When you’re setting the time limits, ask yourself if it is a reasonable request and make sure the employee is aware of the expectation.

Acknowledge improvement

Often all it takes is an informal conversation to see improvement in performance.  When this happens, make sure you acknowledge it so the employee knows you have noticed. This is a great way to increase their on-going motivation.

If performance doesn’t improve, follow up quickly

When performance doesn’t improve its important to address it as soon as possible.  This might mean going down a more formal route, which can result in dismissal.  If you don’t already have a policy on this process you can find guidance on the ACAS website, or you can contact us for advice.

Struggling to manage poor performance? Maybe you need an HR Startup Kit. Containing everything you need to be compliant with employment law and help you manage day-to-day people issues. Alternatively, give us a call for some ad hoc HR advice, on 0333 0433239 or email: info@pmp-hr.co.uk

We keep HR human.

#performance #performancemanagement #people #keepHRhuman