Boost Staff Performance
Address Poor Performance
Motivate your team
Performance management is a daily responsibility that every manager needs to prioritise in order to achieve the organisation’s goals. One of the most common challenges facing employers is dealing with underperforming staff, which can be highly detrimental to organisational success.
Where issues of unmotivated or underperforming employees arise, we are here to help. We support employers in the delivery of sustainable and profitable, long-term growth by increasing efficiency through maximising the performance of employees.
“Hiring the HR Team was the best decision we made. Breda and Martina work closely with our team on performance management and this has improved our productivity each week.”
Our commercially-focused, hands-on approach is designed to maximise staff performance, increase efficiency and drive growth. We provide practical advice on how to legally address poor performance, apply tried and tested performance management procedures and deliver tailored training to managers.
We will review your existing performance management structure and design a range of bespoke processes to re-energise your teams and boost performance.
Employees work best when they are working with clearly outlined basic standards, expectations and targets to work towards. The clearer these factors are, the more productive an employee is likely to be.
The procedure taken depends on the nature of the poor performances. For example, if the employee is not meeting production targets despite their best efforts, a capability procedure is necessary. However, if the employee has the ability to improve but does not, a disciplinary procedure is more appropriate. These procedures require very specific steps to be taken in line with the relevant codes of practice and employment legislation, and it is advised that the employer seeks expert advice.
Typically it is best to ‘use the carrot and not the stick’, meaning to encourage your employees rather than to be overly harsh or authoritarian. Being too harsh with employees often leads to them becoming disillusioned and disgruntled, and this can lead to possible resigning or a grievance procedure.
Typically a ‘live’ warning should only be live for a set period. For example, a period of 6 months is suitable for a first written warning, with 12 months being more appropriate for a final written warning.