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If you agree with any of these statements, you aren't addressing poor performance properly

by , 09 June 2014
Chances are you've heard people say: 'The first step to recovery is admitting you have a problem'.

This common saying fits perfectly when it comes to addressing poor performance in the workplace.

The reality is that most companies fail to manage poor performance and the worst thing is they're in denial about the problem. They sweep the problem under the carpet.

Could you be one of these companies? Take our quick test to find out.

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This test will help you find out whether or not you're addressing poor performance properly

Our labour experts have put together this easy test so you can see why you're not addressing poor performance. If you agree with any of these statements below, you need to admit you have a problem and act immediately to address poor performance.

  • Recruitment and selection procedures are inadequate.
  • You try to avoid conflict as far as possible.
  • You're unsure of what you may and may not do as an employer when addressing performance issues with employees.
  • Performance standards aren't in place, or aren't known.
  • You apply existing standards inconsistently or not at all.
  • You don't give your employees training and support.
  • You confuse counselling with discipline: You merely warn employees to improve without any attempt at joint problem-solving.
  • You ignore the problem and don't take action, or take action too late.
  • You keep poor records of counselling interventions.
  • You confuse performance management with performance appraisals. This results in you only addressing the problem once or twice a year, instead of continuously.
  • You don't warn your employee of the possibility of dismissal if performance doesn't improve.
  • You don't have a performance management policy and procedure.
  • You must manage poor performance immediately is you agree with these statements.


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Here's why it's crucial to address poor performance immediately

If you address poor performance as soon as you notice it, it may still be manageable. And you can conduct a poor performance management process in a friendlier and more accommodating atmosphere.

If you don't know where to start when it comes to addressing poor performance, check out the Labour Law for Managers Loose Leaf Service.

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If you agree with any of these statements, you aren't addressing poor performance properly
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