HomeHome SearchSearch MenuMenu Our productsOur products

The first step to improving poor performance is to hold a performance discussion - do the following to conduct this process effectively

by , 16 July 2014
After you've identified there's a poor performance problem in your workplace, you must take steps to improve it.

The first step you need to take is to hold a performance discussion with your employee.

Continue reading to find out what you need to do to hold a performance discussion effectively so you can succeed in improving your employee's performance.

*********** New release ************

Do you have a poor performer?

Here's what you need to do to dismiss him correctly without landing at the CCMA.

Find out more here.

**************************************

Improving poor performance: Here's how to hold the performance discussion effectively

You must structure your performance discussion to facilitate a positive two-way communication session.

Your aim must be to discuss in detail what the performance issue is and agree on a solution.

The best way to hold this discussion effectively is to do the following, say the experts at the Practical Guide to Human Resources Management:

Begin on a positive note: Put your employee at ease with positive opening statements. For example, keep the conversation neutral by talking about the weather or the upcoming company function.

Set the agenda: Reiterate the reason for the meeting and whether it's an initial or repeat discussion of the performance issue.

Define the issues: Explain what goals your employee's not meeting and provide evidence to back up your claims.

Define expectations: Once your employee agrees on the performance issues, you must make the performance expectations very clear. Just remember to keep your expectations feasible and achievable so you don't demotivate him.

Define the next course of action: Discuss how your employee can meet your expectations. You must encourage your employee's introspection and allow him to come up with some of his own plans to improve his performance.

There you have it: Doing what we've outlined will help you hold a performance discussion effectively when it comes to improving poor performance.

PS: If you need more information on how to deal with poor performance, check out the Practical Guide to Human Resources Management.
 



Related articles




Related articles



Related Products



Comments
0 comments


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 >>>