Over my 30+ years of experience within the HR field, I have often been confused by Managers frustrations over their poor performing employees. In my experience, Managers tend to hold off dealing with poor performance, keeping the issues to themselves in the hope that the employee will miraculously improve saving them the effort to have the tricky conversation to deal with it.
The first HR tend to hear about a non-performing employee is when their Manager has been pushed to the limited of their patience and wants “them out immediately”, pushing their frustrations onto HR who simply ask about the performance management or disciplinary processes they have followed to help support this request.
HR don’t tend to write these policies and processes for the good of our health, they are there to help deal with situations like this, protecting the Company from tribunals and the Employee from discrimination. However, I admit these processes do require some effort from the Manager, I’ll also admit that conversations like these are not easy to have.
Here are 5 ideas on dealing with poor performance as soon as it rears its head: