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You have two options when Zac's performance improves during his formal counseling period

by , 27 June 2014
Let's say you have an employee called Zac and he's a poor performer.

Because you know that labour law requires you to manage poor performance before you even consider dismissal, you put Zac through a formal counseling period to improve his performance.

During this process, you follow a joint problem-solving approach to address poor performance and put together an action plan.

After weeks of rigorous efforts, Zac's performance improves and you're now wondering what the next step is.

Continue reading to find out your two options when your employee's performance improves during his formal counseling period.

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If Zac's performance improves during the formal counseling period, you have one of two options:

According to the experts behind the Labour Law for Managers Loose Leaf Service, you can:

#1: Continue with the performance plan and the regular follow up meetings, even if just to congratulate your employee on the improvement in performance.

#2: Tell your employee that his performance has improved satisfactorily and you won't continue the performance process at that point in time (the process will be suspended).

In this case, you can confirm with your employee (in writing) that should his performance decline again within an agreed period (for example, six months) and the problem seems to be the same or similar as the previous problem, you won't start a new process but simply continue the suspended process.

There you have it. These are your two options when your employee's performance improves during his formal counseling period.

PS: Since dealing with poor performance is time consuming, we recommend you check out this article. In it, experts behind the Labour Law for Managers Loose Leaf Service outline the four steps you can use to avoid poor performance in your workplace. After all, prevention is better than cure.



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