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Dealing with poor performance is time consuming! Use these four steps to avoid poor performance from day one

by , 18 June 2014
'Prevention is better than cure.' When it comes to poor performance, this saying fits perfectly.

Why?

If your employee is a poor performer, you first have to counsel him and wait for him to improve. And depending on the problem, results aren't immediate. Dismissal is your last option and even then, you have to navigate through a series of labour laws in favour of your employee.

That's why you're better off preventing the problem from the start.

But where do you begin?

Use these four steps of course...

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Four steps to avoid poor performance in your workplace

Step 1: Develop and communicate job profiles to employees and applicants

The Practical Guide to Human Resources Management says job profiles must highlight the:

  • Purpose of the job.
  • Key job responsibilities.
  • Key relationships the person in that position needs to build and maintain.
  • Competencies (knowledge, skills and personal attributes) required to perform the job.
  • Minimum experience and qualifications required of the successful candidate.

Step 2: Review your recruitment practices

  • If you recruit the right people for the job, chances are you're less likely to end up having to deal with an employee not performing.
  • Conduct reference checks. Remember that past behaviour often predicts future behaviour.
  • Use competency-based interviews.

The next two steps are crucial, so don't overlook them.

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Two more steps to help you curb poor performance

Step 3: Review your communication practices

Ask yourself whether you communicate information that affects your employees directly or indirectly. You must be direct so employees know what their duties are.

Step 4: Review your performance management system and processes

Here, the Practical Guide to Human Resources Management says you must ask yourself if:

  • Your employees know what you expect from them?
  • You regularly review their performance against objectives?
  • Your employees are clear on how they fit in and how their role contributes to the company's objectives?
  • You reward mediocrity or superior performance?

Here's the bottom line: You MUST prevent poor performance from the start – and these four steps will help you with this.



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