HomeHome SearchSearch MenuMenu Our productsOur products

Part 2: Did you uncover a bad apple when looking at your employee's performance?

by , 14 November 2013
In yesterday's Labour Bulletin I gave you the first seven steps to help you manage a poor performing employee.

Let's have a look at the other seven now...

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 losing at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.

Seven more steps to manage poor performing employees
Step #1: Don't assume your employee's aware of his poor performance
Don't take it for granted that your employee knows about a performance issue or what he has to do to fix it. Also, don't assume he'll perform better after the session. Explain every step clearly and have regular feedback sessions until he performs up to scratch.
Step #2: Use active enquiry to encourage your employee's introspection
You must give your employee a chance to respond. Ask open-ended questions for a more active enquiry. Use closed-ended questions for fact finding or clarification, where the answer can be a yes or no. Avoid them when you want a detailed response.
Step #3: Don't just give negative feedback
Don't see feedback as a short-term tool to deal with problem staff. Use the same techniques to give positive feedback too. Make regular feedback sessions a part of your management style.
Own the first Performance Review Software in line with the Labour Law, designed by professionals exclusively for you, now!
All you need is a computer, and this software. Then all you need to do:
  • Select the field that the employee is in;
  • Select the performance evaluation criteria for his job title;
  • Fill in the evaluation form;
  • Send it off to the employee and his manager to each fill in; and
  • Sit back and watch the results generate.
You don't have to spend hours gathering and capturing manual information about an employee's performance, you only need this one tool...

Four more steps to managing poor performers...
Step #4: Don't confuse a feedback session with a disciplinary session
Make sure your session's a positive and non-threatening process. Make sure he's clear on what's wrong with his performance. Encourage and motivate him to reach the improvement goals you've set together.
Step #5: Hold feedback sessions often
Make sure feedback is necessary, beneficial and regular. Have a session as soon as you notice a performance issue. Avoid holding long feedback sessions once or twice a year. Rather try having the following feedback sessions as a minimum:
  • Ad hoc performance feedback for specific tasks;
  • Informal performance feedback discussions once every six weeks; and
  • Quarterly formal performance review discussions where you can discuss collective feedback.
Step #6: Focus feedback on behaviour that the person can change
Don't try change personality traits or physical features, e.g. intelligence, speech impediments, physique. Rather focus feedback on exhibited behaviours (e.g. writing style, appearance, work output, mannerisms) that he can change over a reasonable timeframe.
Steps #7: Ask for comments about your feedback
Employees will see that you're able to give comments and you're willing and open to receiving them. You must willingly accept the feedback you get – both positive and negative!
So use these 14 steps after your performance management process to make sure you and your employee get the most out of your feedback.
Until next time
Taryn Strugnell
P.S. You can own the first performance review software available in South Africa... Click here now.

Related articles

Related articles

Watch And Learn

Related Products


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>