Additional performance management to address any outstanding issues provided there is continued improvement
No further action
A Formal Performance Warning (First Performance Warning followed by a Final Performance Warning) to maintain or improve performance. This would generally also include a further Performance Improvement Plan
Before using this documentation we’d highly recommend reading our step-by-step guide on managing poor performance available to download for free here
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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.
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What is a reasonable performance review period?
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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