***HR must have***
57 Fool-proof HR contracts, forms, policies and documents no company can legally be without
With the Industrial Relations Toolkit, you don't have to pay millions to create the ultimate defence against labour issues. Nor will you have to pay ridiculous lawyer fees. And you won't run the risk of skipping one of the 70 recent changes to our labour laws.
With this toolkit, all your HR and labour documents, policies, contracts, and forms will be 100% legally correct. 100% up to date. 100% of the time.
Now it's possible to have all the relevant documentation at your fingertips… Whether it's taking on an employee about his performance, recruiting a new employee, or battling your way through a CCMA case…
Now you can get our toolkits to master your HR tasks… Find out more here…
You need to prove you followed the right process with your poor performer…
The CCMA will scrutinise your performance management
programs when an employee complains about an unfair dismissal. And a dismissal for poor performance will be easy to challenge if you can't show you tried to help him improve.
But there's a way you can reduce your risk of an unfair dismissal claim, or other action, by having proper procedures in place to deal with performance issues.
This way it will be harder for an employee to claim that your actions were workplace bullying or an unreasonable management action which go against an employee's rights.
And the best way to cover yourself is to have a performance management
system in place…
Don't lose at the CCMA because of a technicality!
With You're fired!' Your guide to substantively and procedurally fair dismissals
you'll know how you can dismiss
your employees 100% legally. What's more, your case will be watertight and will hold up at the CCMA.
And since we all know the law is on the employee's side, you need to know all the tricks in the book so you can have a solid defence for saying good-bye to that slacker!
Find out more here...
But what does performance management involve?
It's the process of evaluating and managing the performance of an employee. You must make sure it's consistent with the company's objectives, and with the specific goals and standards of that employee.
Performance management involves the following stages:
Identify performance standards;
Set goals for employees to work towards;
Offer feedback and reviews to employees about their performance;
Provide opportunities for further training or education;
Reward employees who perform well;
Counsel employees if their performance or conduct is poor; and
Discipline employees if his poor performance continues or he commits misconduct. Or where his performance or conduct is unacceptable.
Always follow up on the employee's performance review, to make sure he's addressing the issues. Normally after a week or two. If he isn't, you might need to manage his performance management
Probably the best advice I can give you is to join Janine Nieuwoudt at our How to Manage Poor Performers workshop. She'll guide you through the process of managing underperforming employees while explaining how you can minimise any potential legal risks involved. Book your seat now!