Don't lose at the CCMA because of a technicality!
Did you know: There are only three grounds for dismissal that's fair! But even if you dismiss
someone for a fair reason, but don't follow the correct procedure, it'll be unfair!
Click here now and I'll show you how you can dismiss
Here are four options you can use before you dismiss a poor performer…
Let's say you hire a financial manager (FM) to contribute at a strategic level. Sadly he turns out to be lousy at it. He's a good number cruncher but his job requires more input than that.
You've given him training and explained a number times what you need, but he still doesn't 'get' your business.
Let's look at what you can do...
Option #1: Demotion
You're not obliged to create a job for him, but you must show that you honestly tried to find another position for him within your company.
Offer him a vacant post in the company. This is the simplest way of showing you're trying something. Let him know where you have vacancies, but a demotion may be better in certain circumstances.
Option #2: Transfer/Redeployment
Consider transferring him. Maybe a smaller department or branch, and then if he improves, you can always move him back into his position.
Keep reading for another two options...
How do you make a dismissal stick, even if it goes to the CCMA?
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Two more options you can use before you dismiss a poor performer continued…
Option #3: Reduce his salary or change his remuneration structure
Let's say one of your sales people isn't meeting his targets, which are reasonable. You notice his heart isn't in his work. You've already withheld his annual bonus because of his poor performance, but this hasn't encouraged him to work harder.
Suggest a change in his pay structure as an alternative to firing him. Reduce his basic salary and increase his commission percentage as an incentive for a defined period. But remember, you can only do this with his consent!
Option #4: Change his duties/workload
If an employee is slow but does his work with reasonable accuracy, reduce his workload and adjust his salary appropriately. You can also only do this with his consent!
You can come up with many alternatives to dismissals
. Maybe ask your employee to suggest alternatives. He may come up with a feasible plan that didn't even cross your mind!
Until next time,
Do you need to performance manage an employee? The 'No Excuses' Guide to Performance Management
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