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.
Answer 'YES' to the following eight questions to dismiss a poor performer…
Have you set performance standards?
Remember to keep your performance standards reasonable and achievable, otherwise you'll end up demotivating the employee, which will lead to even poorer performance.
Have you communicated those performance standards to your employee?
Have you evaluated his performance standards?
Have you given him sufficient instructions with regard to what you want and how you want it?
Have you provided any training the employee requires to improve?
This is, unless of course, you've hired him on the basis of his qualification, after which it's reasonably expected that he knows what to do.
Do you provide guidance along the way in order to help him in any areas he seeks to improve on?
Have you counselled him on his performance and, in a joint problem-solving way, found ways to achieve your performance standards?
Have you given him a reasonable period of time to meet the performance standards?
If you've answered 'YES' to these eight questions, then only should you consider dismissal as a viable option.
if you have used up all ways to get a poor performer to meet your required, and reasonable, performance standards.
Also, don't forget to give him the opportunity to make representations before you dismiss
*To learn more on poor performers in the workplace, page over to Chapter P 05: Poor Performance
in your Labour Law for Managers
handbook, or click here
to order your copy today.