- Maximise Staff Performance
- Eliminate Poor Performance
- Motivate your team
- Boost Productivity
Performance management is a vital role that all managers must prioritise in order to efficiently achieve an organisation’s objectives. Underperforming staff is a very common challenge for employers and poses serious risk to the overall success of an organisation.
Our team is highly experienced in addressing issues of underperforming employees. By maximising employee performance, we help employers to deliver profitable and sustainable growth.
“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.”
Your organisation’s success depends on strong staff performance and our commercially-focussed brand of performance management will maximise your success.
HR Team provides expert advice on legally addressing poor performance in the workplace. We apply tried and tested performance management procedures to deliver tailored training and guidance to managers. Our expertise ensures you can maximise staff performance to increase your organisation’s efficiency and drive business growth.
We carry out a full review of your organisation’s existing performance management structure and design a range of bespoke processes to re-energise your teams and boost overall performance.
Employee performance can be improved and optimised when they have clearly outlined basic standards, expectations and targets. When these factors are clear, employees will be more productive.
Taking a disciplinary action or a capability action depends on the nature of the poor performance by the individual employee. For example, should an employee be failing to meet production targets despite best efforts, initiating a capability procedure will be necessary. Should an employee have the ability to do better but does not, then a disciplinary procedure will be more appropriate. To roll out either of these procedures requires very specific steps which must carefully observe the relevant codes of practice and legislation. When deciding to initiate either procedure it is strongly advised that employers seek expert advice.
To maintain a good working relationship with employees it is best to be encouraging and supportive rather than to be critical or authoritarian. An authoritarian approach with employees has proven to cultivate a disillusioned and disgruntled workforce which inevitably leads to an employee resigning or taking a grievance procedure.
All warnings should be “live” for a set period. For example, a ‘live’ period of six months is appropriate for a first written warning while 12 months is more suitable for a final written warning.