How to handle a performance process…

Sometimes an employee’s performance is not up to scratch.  Your role as an employer is to help them improve and to meet your expectations.  Such an approach is mutually beneficial and required by our law. The aim is to get the employee functioning at the required level in your business.

Recently the Employment Relations Authority reminded employers of how they are expected to manage such a process.  This includes: 

• Telling the employee of specific concerns about inadequate performance;
• Setting measurable goals and expectations to remedy these inadequacies;
• Putting in place any necessary training or support; and
• Allowing time to review, and reviewing, progress.

In the case at point the employer had told the employee that “he had concerns for some time”.  This, however, was an issue for the Authority who pointed out that the employee had only been employed for 21 days. 

It may be that there is good cause for concern.  However, sweeping statements and generalisations will not assist you if any personal grievance arises.  Notification of allegations or concerns should be carefully detailed in writing.  We often assist employers in getting these letters right. It also helps to focus on what the real concerns with the employee’s performance are.

Once an employee is fully informed of the issues to be addressed, then you can meet with them to discuss what they are doing well and what needs improvement. Get their input and feedback and then put a plan in place to monitor their performance to achieve realistic and measureable standards.

For further information, consult our Performance Guide in our Downloads section or for an initial discussion contact us on (04) 4736850.