Managing Poor performance in workplace. Understanding the various types of performers in the organisation and managing them with care will ensure high level of protection from all legal consequences. We are introducing a new concept ECONO way of performance management that will ensure high level of compliance with Australian Fairwork act requirements of performance management and termination process.
2. CONTENT
What is poor performance
What are the reasons
Categorization of performers
ECONO way of Response
Case study
3. WHAT IS POOR PERFORMANCE
• It doesn’t always mean
someone is not working
• It means the gap of
output of what employer
is expecting and what
employee is delivering
4. REASONS OF POOR PERFORMANCE
Incompetency – Can’t do
Ill health- Illness preventing performing job
Misbehaviour- Won’t do
7. Act Quickly
Don’t get personal
Get second thought but not rumours
Identify the issue Behaviour vs Competency
Talk it through
Give / Receive feedback
Express Do’s and Don’ts
Take help from HR or experts
8. Make it formal
Give at least 48 hours notice
Allow support person
Document the discussion
Criticise the action or behaviour not the person
Be precise on the expectations
Inform the consequence
Close the discussion with positive note
9. Conduct PIP discussion
Follow up the PIP execution
Fast track execution
Monitor the improvement
Provide feedback on development
10. Serve formal Warning or Show cause letter
First Warning and Second or final Warning
Be precise on the allegations
Provide adequate time to improve or response
Be realistic and non discriminatory
Inform consequences
11. Provide formal letter
Provide reasons
Provide Notice period
Provide all support for relocations
Focus on the task not the person
Ensure all final payments are made
Allow resignation option
12. CASE STUDY
I do my job but not on the time my supervisor expects
I don’t know how people complete so much tasks in such short period
My supervisor doesn’t know anything, he just like to order, I am not
going to do it
I do all tasks on time with quality but my supervisor doesn't notice