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Why businesses poorly address poor performance!

Posted by Melissa Behrend on Nov 14, 2014 1:09:20 PM

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Poor performance plagues every kind of workplace. Small, medium and corporate businesses alike experience problems with people. These people turn in incomplete work, drag down morale or spark the all-avoidable “spot fires” that managers are constantly running around and putting out. It’s bad for your team, long-term and medium-term planning and more importantly, your bottom line.

Photo: Stuart Miles Photo: Stuart Miles

There are four main reasons why small to medium business find it difficult to  address poor performance:

  1. A smaller, tightly-knit team built on highly personal relationships. There’s little to no professional distance between the manager and employee, it makes a conversations about performance that much more difficult.
  2. No underlying HR framework. There’s simply nothing to refer to when it comes to these situations.
  3. The business is unsure on how to proceed with addressing performance, if at all, and;
  4. Uneasiness about getting hit with an unfair dismissal claim.

Sometimes the knee-jerk reaction in the manager’s office is: “can’t we just  get rid of them?”

Like most things in life, it’s not that simple.  If you’re waiting for the part that gives you the silver bullet – don’t hold your breath. There are no quick fixes when it comes to managing employee performance.  If you get a bit fast and are haphazard with your process, you might see yourself before FairWork.

To manage under performance, here are some tips

  • When you realise there is an underperformance issue, address it immediately.
  • Ensure that you follow your procedures.
  • Set up a meeting with the employee outlining the reasons for the meeting.
  • Inform the employee they are able to have a support person with them at the meeting
  • Enable your employee to respond to the issues raised.
  • Document all discussions.

If you would like to view a more detailed presentation on managing underperformance, please following the link below.

Managing Under performance

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