Don’t drop the ball on poor performance
Performance management is an essential aspect of managing employees in the best of times. However, it is even more important now when many businesses are struggling and as we […]
| Performance management is an essential aspect of managing employees in the best of times. However, it is even more important now when many businesses are struggling and as we all know the skills shortage never really went away. So what is performance management? Basically, it is the process by which an employer may raise and resolve performance issues they have with an employee. Where an employee’s performance or achievement of targets has fallen below an acceptable level, an employer may start a management/intervention process that should have the intention of providing an employee with the opportunity to improve before there are disciplinary consequences. This process will need to be fair and reasonable in all the circumstances. First and foremost, employers need to ensure employees have clear guidelines of tasks, duties and targets they are expected to achieve. An employee cannot be expected to improve on poor performance if they are not aware of what is expected of them. The process will include a series of meetings to discuss the relevant issues. At the initial meeting employers should address the following: • Clarify the performance objectives of the employee’s jobs. This should not be the first occasion the employee has the performance objectives explained. • Discuss the employee’s current and past levels of performance with reference to the performance objectives of the position. • Establish a plan of action of remedial steps to close the gap between current performance and desired performance or objectives. • Identify a reasonable time period within which performance must improve to the specified standard. • Specify the consequences of failing to achieve the specified standard. Employees should be given an opportunity to provide feedback on the matters being raised and make suggestions. Whilst their consent is not required in terms of the process itself, it is important they are given an opportunity to participate and provide input. Employers are required to offer training and support to an employee during this process. The type of training to be provided will depend on the circumstances and could include either skill based training and/or behavioural training. However, employers are only required to provide training where it would be reasonable in the circumstances relative to the skill and experience of the employee being performance managed. For example, if the employee being performance managed was hired on the basis of their experience, then the employer would not be required to provide introductory training to such a person. For example, you would not expect an All Black to be provided training on how to catch! The question of whether or not training needs to be provided will be one of fact and degree. You need to have a performance management plan (or performance improvement plan) in place. A follow up meeting should be held in accordance with the timeframes in your plan, with a view to discussing and evaluating the employee’s performance. This is a vital part of the performance management process. A common mistake made by many employers is to assume the employee is aware of their performance shortcomings (or their consequences). Failure to communicate to the employee that performance management targets have not been met leaves room for an employee to argue that his/her performance was satisfactory in his/her view. |
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Where the required standards (or specific targets) have not been achieved, an opportunity should be provided to the employee to give an explanation for this failure or shortcoming. |
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