Poor performance by an employee can be a nightmare for any manager, whether it’s poor punctuality, attendance or just ability to do the job. When this happens other staff are left to pick up the slack and they can become resentful. It is then very common for the malaise to spread amongst the other employees creating a culture of poor performance.
The only effective way to deal with poor performance is quickly and constructively. This is where an Employee Improvement Plan (EIP) comes in. An EIP is an informal process and is constructed between a manager and the poorly performing employee. It allows you to build a framework for the employee to improve until they meet the standard required by the organisation without having to resort to the disciplinary process in full force (although in the case of the employee not being able to meet the standard it does stand as evidence that you have worked with the employee to help them meet expectations in the case of a disciplinary procedure).
Together, the manager and employee should discuss and outline:
· The areas where the employee is underperforming;
· Set defined, measurable and realistic goals for improvement in these areas;
· Discuss and specify if appropriate what support can be lent to the employee to assist them meeting their goals;
· Schedule ongoing reviews to revisit all the topics above and assess them;
· And finally set a time frame for the employee to reach the agreed goals and ultimately reach the company standard.
Remember as a manager you should go to this meeting prepared to give specific examples of the employees poor performance and, if appropriate, examples of how or what the company would consider and acceptable standard. If an employee NEEDS training or coaching in order to be able to meet the standard of performance then this must be provided.
