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 to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.
Four simple tactics you can use to set performance standards…
Give your employee with a detailed job description that sets out clearly what you require him to do and what level of performance is required.
That way the employee will know exactly what you expect from him.
You may want to set specific targets for the employee. This is especially appropriate for sales fields, where you can measure sales in specific rand terms over a particular period of time.
Remember that some jobs are more suited to general tasks and goals, while others require more specific ones. Decide what's most appropriate here.
Lay out Key Performance Areas (KPAs) that describe the main areas of the job the employee must focus on.
You might want to set time frames on these.
Give the employee a very specific set of tasks that he must complete by a specific due date.
This will help emphasise your expectations, which in turn could shift your poor performer into gear.
The key to performance standards is specific goals and tasks, from which you can actually measure performance.
*To learn more on how to effectively deal with poor performers in the workplace, page over to Chapter P 05: Poor Performance,
in your Labour Law for Managers
handbook, or click here
to order your copy today.