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Follow these 10 steps BEFORE dismissing a poor performer

by , 02 November 2015
Do you have an employee who is just not doing anything? An employee who is taking it easy while still expecting the rewards of working hard?

Well then, you have poor performer on your hands. And it can be extremely annoying for you and your business. Think about it, here you are, paying her a FIXED SALARY for work she just isn't doing. And you'd probably find that if you were to pay her one month, only for the work she actually produced, she would get a shock and make no hesitation in voicing her complaints.

Well, if you have such an employee, you may want to take drastic action.

But hold on, you can't just one day decide 'that's it, you're out!' There is procedure to be followed in a situation like this.

Having said that, here are 10 things you should consider BEFORE deciding to dismiss a poor performer...

1.      Set performance standards (Click here to view four examples on how to do this).

2.      Communicate those performance standards to your employee.

3.      Evaluate your employee's performance standards.
 
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4.      Ensure you've given her sufficient instructions with regard to what you want and according to how you want it.

5.      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.

6.      Provide guidance along the way in order to help any areas in which the employee seeks to improve.

7.      Counsel her on her performance and, in a joint problem-solving way, find ways to achieve your reasonable standards.

8.      Give your employee a reasonable period of time to meet the reasonable standards.

9.      Only dismiss if you have used up all ways to get her to meet your required, and of course reasonable, standards.

10.   You must give her the opportunity to make representations before you dismiss her.
 

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.
 
 
 
 


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