New employees tend to work extra hard and pay additional attention to all tasks to ensure they get done properly. This also helps to make sure the employee passes any probationary period and secures a permanent place in the business.
At this stage, many employees continue to work hard and do their best. But, some prefer to slacken off slightly, aiming for the bare minimum to keep their job and income. This is the time when companies need to monitor and chat with employees the most. It’s better to interact with them and improve performance than it is to fire them and face the consequences of them involving a good unfair dismissal lawyer.
Talking To Them
This is the obvious first step and is what is defined by most staff handbooks. Talking to an employee that is performing okay but not reaching expectations allows you and them to discuss any issues and hopefully resolve them.
However, while this often works, in some cases the employee simply improves for a short period and then returns to their previous approach.
It’s frustrating and leaves you wondering whether it’s time to get rid of them. After all, how long can you, or should you, give them additional support if it makes no difference in the long term?
Create A Plan
Successful performance is essential to complete proper job functions and allow the business to flourish. If an employee is consistently fluctuating then you need to create a performance plan.
Discuss it with them before implementing it. The aim of the plan should be clear, to elevate their performance to a level that is satisfactory for the business and that you know they can achieve. After all, they lift their game after every review.
By creating a performance plan you are telling them that the current yo-yo approach is not acceptable and they need to do better.
It is important to be very clear regarding what you expect from them. After all, a manager shouldn’t need to metaphorically hold the hand of any established employee.
Your employee improves after every review, showing they are capable of more. That confirms they have the abilities that are required, they are simply unable to sustain them.
Review their progress regularly and revise your performance plan to ensure it is realistic. This will help you to accurately assess how they are improving.
In most cases, this will be enough. But, if the employee continues to fluctuate you will have little choice but to let them go. They are simply not capable of performing at the level you need them to.
Remember, if you’ve decided letting them go is the only option you need to follow due process. That means inviting them to meetings to discuss it and giving them more chances to improve. When they can’t sustain this you’ll be able to legally let them go without fear of an unfair dismissal case.
If in doubt, contact an expert in unfair dismissal before you start.