How to handle an underperforming employee

By Darren Newman, Brightmine Consultant Editor

Employees have a contractual duty to be competent and perform their role in an acceptable way. Where this is not happening, employers are entitled to intervene with a view to improving the performance of the employee.

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• The initial response to poor performance
  • Providing feedback on poor performance
• Action short of formal procedure
  • Addressing barriers to effective performance
  • Setting a standard for the employee to meet
  • Reviewing the progress that the employee has made
• Formal performance management procedure
  • Stage one formal performance management meeting
  • Stage two formal performance management meeting
  • Stage three formal performance management meeting
• Dismissal
  • Redeployment as an alternative to dismissal
• Settlement agreements
• Where performance issues have not been addressed in the past
• Where the employee raises a grievance
• Ongoing performance issues

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