- October 26, 2021
- Posted by: REBL
- Category: Human Resources
Best Practices for Managing a Poor Performing Employee
Managing people is one of the biggest challenges employers face as people are key to business success. In this article we are going to talk about how HR should handle an already poor-performing employee who is struggling with a non-work-related issue.
What Steps Need To Be Taken To Support The Employee?
First, make sure that all performance issues are documented and put in the employee’s file. Second, make sure the employee is notified of any performance issues. Third, the employee’s manager and HR should work together to put together a plan to help the employee get back on track. And fourth, if time off is needed for the employee to deal with the non-work-related issue, this should be discussed with the employee and it should be clearly defined for the employee what will happen if they take the time off.
How Should HR Address An Employee Who Doesn’t Feel Comfortable Speaking About Their Performance With Their Manager?
First, HR should provide a company representative to whom the employee does feel comfortable speaking as a substitute for the manager. Second, HR should also provide a safe place for the employee to speak with the representative and let them know what will and will not be shared with the manager.
What Does That Communication Look Like?
First, everything should be documented in writing and put in the employee file.
Second, Employees have the right to see their file. Third, if the employee prefers in-person meetings that should be allowed. And lastly, all emails and phone calls should be documented.
If you need help with putting together a plan to manage a poor-performing employee, call us at FLORES. We’d be happy to assist you. Contact us at 619-588-2411