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Stop! Before you fire that poor performer

by , 19 September 2016
Stop! Before you fire that poor performerDo you have an employee whose work just isn't up to scratch? You know the one... Always missing deadlines, and when he does meet them, the work is inevitably wrong anyway!

I'm sure you're about ready to show him the door. But it isn't as simple as that! Make sure you use these three phases to counsel the employee properly, so you don't land up with an unfair dismissal case on your hands...

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10 Essential steps to dismissing for poor performance - have you covered all your bases?

In today's competitive environment you can't afford to have employees whose performance isn't up to scratch. Poor performers can cost your business a packet, and not just because of the mistakes they make. It inevitably takes up a lot of your management time to deal with them. In fact, 20% of your employees, your worst performers will take up about 80% of your time.

Find out how to deal effectively with poor performers so you get them performing how you need them to. If you have to fire them, follow the correct procedure so you don't end up on the losing side at the CCMA…

Three phases to counsel an employee before you show him the door

Counselling is a private session that takes place between you and your employee. It's the first step when trying to dismiss a poor performing employee and where you discuss the issues you have with his performance…
Phase #1: Prepare and conduct the counselling session
Schedule a meeting. Inform your employee in writing of the agenda for the meeting. Try do this at least 48 hours in advance. Explain that it isn't a disciplinary hearing, but he can bring a representative if he needs to.
This is where you'll discuss the problems you have with his performance and come up with solutions for him to improve. You'll also set deadlines etc. on when he needs to improve by.
Phase #2: Monitor and evaluate improvement
Give your employee a practical chance to improve his performance. He must have reasonable time to implement the actions you agree during the counselling session. Reasonable time will depend on the situation, so just make sure you're being fair. Use this time, to monitor his performance and behaviour. Schedule regular meetings with him. This can be either formal or informal. And take corrective action to help him to achieve the desired output.

Keep reading for the next phase….
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Three phases to counsel an employee before you show him the door continued…

Phase #3: Terminate or escalate the process
If he hasn't made progress, after a reasonable amount of time, you must start either:
-          An incapacity process - this will be for his inability to cope with the demands of the job; Or
-          A disciplinary hearing for an unwillingness to do the job.
In line with labour laws on progressive discipline you must monitor if your employee's performance levels are still unacceptable and you have to now take this further. This is despite your compliance with the first two steps of this procedure.
You can find a comprehensive guide to Poor Performing Employees in our Labour Law for Managers handbook.
It includes:
·         Your 10 obligations to poor performing employees;
·         How to set performance standards;
·         How to evaluate your employee against your standards;
·         When you can dismiss an employee for poor performance;
·         Probation and how to use a probationary period for poor performance;
·         And so much more.
Still not a subscriber? Click here now to find out more. 
P.S.  With over 70 changes made to the BCEA, EEA and Labour Relations Act recently... As YOU read this... Your company could be hurtling towards a CRIPPLING LABOUR DISPUTE! Don't let this happen to you…

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