When managing poor performance is poorly managed!
An employee’s poor performance must be well managed to avoid the employer being vulnerable to an employment tribunal claim and the employee should not be dismissed for performance reasons unless they have received previous warnings. They must understand their shortcomings and what is expected of them, be given the chance to improve and be provided with necessary support to get their performance back up to scratch.
At any meetings under a formal performance management procedure, the employee must be allowed to be accompanied by a colleague or trade union official.
Before starting a performance management process the employer should also carefully consider whether the performance issues might be related to a medical condition which could amount to a disability under the Equality Act and, if so, what reasonable adjustments can be made.
Employers are recommended to have a performance management procedure in their Employee Handbook and 121HR Solutions can prepare this for employers whilst also providing managers with confidence and skills to deal with performance management.
For details of our Managing Poor Performance Workshop on 2nd August 2023 in Montrose and 9th August 2023 in Glasgow, click here: Upcoming Events | 121HR Solutions – Glasgow