Employee Performance Management

Businesses want to get the best results out of their staff and avoid issues surrounding poor performance that can have various implications on the company. It is much better to monitor employee performance and tackle any problems as they arise before they escalate into more significant issues.

Contact us today to speak to a member of the team and find out how we can help.

Handling poor performance

When poor performance is highlighted, the employer must follow the correct procedure, start with an informal discussion and arrange a plan for improvement. If this does not result in a positive change, then a more formal procedure should be adopted.

Where an employee continues to perform below the required standard, the employer would have a fair reason to dismiss under capability, so long as the proper procedure is followed. However, an employee in certain circumstances can bring a claim for unfair dismissal for particular reasons. This is why it is important to get legal advice to ensure you are doing everything in your power to adhere to acceptable methods.

It is advisable that employers review performance effectively during the probation period and then have annual appraisals, together with formal interim reviews, as well as regular one-on-one informal meetings. This will ensure that progress is regularly monitored and any problems are dealt with at an early stage.

Settlement agreements

Rather than following a dismissal procedure, it is also possible to use a settlement agreement ., as the performance management strategy can be a costly and lengthy process. Our specialist lawyers can advise in situations where this might be a suitable consideration.

Contact our Specialist Employment Lawyers in the UK

Our expert employment lawyers can advise employers on effective employee performance management and how to deal with any issues that arise. To find out more about how we can help you, please contact us today, complete the online enquiry form or email us at clientservices@giambronelaw.com.