What is poor performance?

Poor performance is often linked to a person's capability to do their job to the required standard. Performance issues can arise because a person's role has changed, or they have moved into a role they are not yet fully skilled to do, or they have not developed as expected in their role.

 Why is managing poor performance important?

  • You can ensure your staff are clear on what is expected in terms of their performance, the timescales in which they are expected to be at full performance, and the support and resources available to help with development of their role.
  • It prevents the rest of the team from becoming demotivated by what is perceived to be a lack of management of performance issues.
  • It reduces the risk of absenteeism in the workplace linked to disengagement or job dissatisfaction.
  • It enables you to take action if the required performance improvements do not occur within the agreed timeframe.

How we help:

  • We offer assessment and guidance on performance issues so the correct process is implemented for the situation.
  • We can draft correspondence so all relevant information is provided in a legally compliant way.
  • We will chair performance management meetings, providing independence and expertise for the process.
  • We will liaise with representatives to represent your views and wishes so commercially appropriate outcomes are achieved wherever possible.
  • We provide coaching and support to upskill you and your managers, so that you are empowered to lead performance management processes with confidence.