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Dealing with Poor Performance
When raising the issue of poor performance, try to make it objective and not too personal. Talk about the behaviour that they have exhibited or the situation that occurred as being the issue rather than making personal criticism. Start by asking what actions he/she could take to avoid the mistake next time.

If an employee is deliberately not performing his/ her job as requested, there may be a need for disciplinary action. This should be taken as soon as possible to minimise the cost and time involved.

If there are capability issues, then putting in place the required training or development actions early will help correct the problems and reduce the stress levels of the employee who will be worried about getting things wrong and those of his/ her colleagues who may be affected by the mistakes. Use probationary periods to identify potential issues early.
Posted on 19 Nov 2016

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