Raising performance related issues with one of your team can be tricky – no one likes to hear they’re not living up to expectations.
And like many other workplace issues, making sure you follow a fair and complaint process is key to avoiding any potential employment tribunal claims, whilst also treating under-performers respectfully so as not to create any long-term resentment or chance of a successful outcome.
Often, performance related issues are swept under the carpet for a number of reasons:
To avoid conflict or avoid a potentially unpleasant conversation
You may think it’s already too late and the issue should have dealt with the issue sooner and now you’re not sure how to handle the situation
You’re too busy and don’t have enough time to run a proper process
You don’t have the right skills and are unsure about how to manage the situation
You don’t know the reason why your employee is under-performing
You’re worried about claims of unfair dismissal and potential employment tribunal claims
We’ve put together a step-by-step guide on managing poor performance available to download for free here
These guidelines are designed to provide information and support to help managers effectively manage employees who’s performance is not up to the standards you expect.
Whilst you are welcome to use the documentation as you see fit, we strongly recommend that you take specific legal advice from the team at Primed as to the appropriateness of the documentation that you intend to issue in your particular set of circumstances.
In the event that you do use the documentation without first taking our advice, we need to be clear that in those circumstances, no relationship is created between you and any of the Outset Group Companies.
There is no set minimum review period and its length depends on many factors including the nature of the role, how tangible the results are and the root cause of the performance issues. Generally though 4 to 6 weeks will be sensible in most cases.
Can we demote an employee due to their poor performance?
Some contracts of employment entitle an employer to demote an employee, but despite this it is still advised that such clauses are invoked reasonably and in consultation with the employee.
Generally, demotion is utilised towards the end of a performance management process whereby next steps would be dismissal. At this stage, the employee may be more incentivised to agree to the demotion in preference of dismissal.
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