“The standard ofmy employees workis terrible; what doI do?”
LEGAL TERM: CAPABILITYPersons role should be in job descriptionCheck what they are currently doing matchestheir original e...
HOW SERIOUS IS THECONDUCT?Not Serious: Informal chat andmonitor behaviourSerious: Formal Process
STEP ONEInvitation to meeting
WHAT TO PUT IN THEINVITATION(1) The issue(2) Date and time(3) Right to be accompanied(4) Attach any evidence
STEP TWOThe Meeting
WHAT TO TALK ABOUT IN THEMEETING?Opportunity to go throughevidenceGive opportunity to employee toexplainConsider employees...
STEP THREECommunicate the Decision
HOW TO COMMICATE THE DECISIONOrally, followed up in writingContain action points for improvementTime frame for improvement...
YOUR RESPONSIBILITIESDuring the improvement period you must:(1) Support them(2) Provided training where needed
IF THE PROBLEM CONTINUESRepeat this process at least once
IF THERE IS A SERIOUS ISSUE.....Use the disciplinary processDo not proceed straight to dismissalIf you do follow a discipl...
QuestionsContact Us:www.employerslawyers.co.uk
of 13

Poor performance

Published on: Mar 4, 2016
Published in: Business      Technology      
Source: www.slideshare.net


Transcripts - Poor performance

  • 1. “The standard ofmy employees workis terrible; what doI do?”
  • 2. LEGAL TERM: CAPABILITYPersons role should be in job descriptionCheck what they are currently doing matchestheir original employmentIncludes – time keeping and office behaviourGood practice to have regular appraisal withemployees**see “how to conduct an appraisal”
  • 3. HOW SERIOUS IS THECONDUCT?Not Serious: Informal chat andmonitor behaviourSerious: Formal Process
  • 4. STEP ONEInvitation to meeting
  • 5. WHAT TO PUT IN THEINVITATION(1) The issue(2) Date and time(3) Right to be accompanied(4) Attach any evidence
  • 6. STEP TWOThe Meeting
  • 7. WHAT TO TALK ABOUT IN THEMEETING?Opportunity to go throughevidenceGive opportunity to employee toexplainConsider employees response
  • 8. STEP THREECommunicate the Decision
  • 9. HOW TO COMMICATE THE DECISIONOrally, followed up in writingContain action points for improvementTime frame for improvement (3 months)Consequences if fail to improveInform of right to appeal and who to appeal toand time frame
  • 10. YOUR RESPONSIBILITIESDuring the improvement period you must:(1) Support them(2) Provided training where needed
  • 11. IF THE PROBLEM CONTINUESRepeat this process at least once
  • 12. IF THERE IS A SERIOUS ISSUE.....Use the disciplinary processDo not proceed straight to dismissalIf you do follow a disciplinary procedure,consider re-engagement of employee to amore suitable position within yourorganisation
  • 13. QuestionsContact Us:www.employerslawyers.co.uk

Related Documents