How To Address Poor Performance
Author: Brightmine Editorial Team
Employee performance problems are common; an employee's performance will not always meet an employer's expectations. When issues occur, a manager should address them promptly and fairly to maintain a healthy workplace and protect productivity, employee morale and overall business success while complying with legal obligations.
A manager has several options to address an employee's poor performance. Depending on the circumstances, an employer may choose to resolve the issue using informal, non-disciplinary measures, such as training or coaching. Performance issues related to a disability or medical need or external factors (such as financial or family concerns) may need to be addressed through a reasonable accommodation or by referring the employee to an Employee Assistance Program (EAP). More persistent or serious performance problems may require formal actions, such as a performance improvement plan (PIP) or termination.
Since every performance problem differs by employee and situation, a manager should follow the organization's internal policies when determining how best to address poor performance. The choice may also be affected by employment contracts, collective bargaining agreements and/or state and local laws. Regardless of the approach taken, the initial focus should be on understanding the root cause of the performance issue using fair, objective criteria. Failing to do so can expose an employer to discrimination, retaliation or wrongful discharge claims.
The following steps provide a progressive approach to addressing poor performance. However, a manager may skip steps in sequence when circumstances warrant more immediate action.
