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Four steps to avoid poor performance in your company...

by , 01 June 2015
No manager wants to deal with employee poor performance. The process of counseling and ensuring you follow the right steps to discipline poor performing employees is exhausting.

But, there is a way to avoid poor performance in your company.

Read on below for four steps you must take to avoid poor performance in your company going forward...

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Four steps to avoid poor performance in your company

1. Develop and communicate job profiles to employees and applicants.

Job profiles should 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; and
  • Minimum experience and qualifications required of the successful incumbent.

2. Review your recruitment practices.
  • If you recruit the right people for the job and your organisation culture, then you are less likely to end up having to deal with an employee not performing.
  • Conduct reference checks to determine if any performance problems were experienced in the past that might be relevant to the current job and organisational realities.
  • Be open and honest in communicating the realities of the job and organisation culture to applicants.

3. Review your communication practices.
  • Do you communicate information that affects your employees directly or indirectly? For example, does the PA know that she is now also responsible for rendering a service to the newly appointed sales manager?

4. Review your performance management system and processes.
  • Do your employees know what is expected of them?
  • Do you regularly review their performance against objectives?
  • Are your employees clear on how they fit in with the big picture and what their role is in helping the organisation achieve its objectives?
  • Do you reward mediocrity or superior performance?

By using these steps, you can make sure your employees know what is expected of them from the beginning of the recruitment process. And you can avoid dealing with poor performance later in the job. For training on dealing with employee poor performance, join us at the Performance Management Workshop on 4 June 2015. Click here for more details…

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