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Stop that poor performer from turning into an insubordination case today!

by , 09 April 2013
It's all too easy for employees to miss the mark entirely on their key performance areas or responsibilities. Even President Jacob Zuma has done so recently by neglecting to inform Parliament of the details of the recent defence force deployment in the Central African Republic. Here's how to make sure you prevent this form of poor performance in your company.

Last month, army officers warned that sending more of our South African troops to the Central African Republic (CAR) was tantamount to a suicide mission says FSP Business
Now, the mainstream media is questioning whether President Jacob Zuma flouted his constitutional obligations by deploying troops to the Central African Republic in the first place.
That's because he didn't fulfil the constitutional mandate of adequately informing parliament about the whereabouts and actions of South Africa's military, says The Mail & Guardian Online.
And Subsection 3 of section 201 of the South African Constitution states the president of the republic must inform parliament of the details of any SANDF deployment.
So it's one of Zuma's key performance areas or responsibilities that he's missed the mark on.
Unfortunately, this happens all too often in corporate South Africa.
List all key performance areas in your employment contracts
Especially where responsibilities and key performance areas are simply listed in a new employee's employment contract, which he only glances at in his first few days in the office – and promptly forgets as he gets bogged down with reams of new information.
That's why it's a good idea to remind poor performers of the key performance areas they needs to focus on, much like how the media is hauling Zuma over the coals at the moment, says FSP Business.
All you need to do is set up a quick meeting with your poor performer and explain that he's not meeting the key performance areas for his specific position, and explain the implications if the behaviour continues.
Then check if everything's back on track in a few months.
Mark this on your to-do list, as you'll need to start disciplinary proceedings so that your poor performer doesn't become an even bigger problem, says FSP Business.
Take back control of your poor performers who defy their responsibilities today, before it turns into an insubordination case!
For example, employees often don't follow instructions as they become more confident of the protection they get from the various labour laws and from the CCMA, says the Labour Guide
This form of insubordination goes to the heart of the contract of employment, which is why it's important that both the employer and employee understand what's expected of them.
Remember that you can dismiss your employee for insubordination if he says he has no intention of complying and lacks remorse, says FSP Business.
But you'll need to keep proof the instruction was given to the employee in writing – the employment contract is the best way to do so, says the Labour Law for Managers Guide.
So make sure all key performance areas or KPAs are included in the employment contracts you issue your employees, and you'll have some protection against poor performance raising its ugly head.

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