Set performance standards (Click here
to view four examples on how to do this).
Communicate those performance standards to your employee.
Evaluate your employee's performance standards.
Get rid of your poor performer without landing at the CCMA!
You can't afford to have poor performers in your company. But you also can't afford to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.
Ensure you've given her sufficient instructions with regard to what you want and according to how you want it.
Provide any training the employee requires to improve. Unless, of course, you hire her on the basis of a qualification, with which it's reasonably expected that she'll know what to do.
Provide guidance along the way in order to help any areas in which the employee seeks to improve.
Counsel her on her performance and, in a joint problem-solving way, find ways to achieve your reasonable
Give your employee a reasonable period of time to meet the reasonable standards.
if you have used up all ways to get her to meet your required, and of course reasonable, standards.
You must give her the opportunity to make representations before you dismiss
Remember that, you need to follow the correct procedure when dismissing an employee for poor performance.
Failure to do so can lead to unfair dismissal and a trip to the CCMA.
To learn more on poor performance, get hold of The 'No Excuses' Guide to Performance Management.