Are you using the wrong process to deal with a poor performer?

Janine Nieuwoudt, 05 Feb. 2016

Tags: poor performer, non-performing employees


It's hard to believe that the first month of 2016 has already come and gone! Business is back in full swing and I'm already inundated with calls from stressed-out managers, begging for guidance on how to manage a poor performer.

You'll be surprised how many managers use the wrong process!

The good news for you is there's an easy, legal way to manage your non-performing employees.

Read on and I'll tell you how...


******Only 7 seats left******
 
Are you still paying a salary to that glorified paper-shuffler?
 
Before you throw your hands up in despair, come meet me for a couple of hours, and I'll show you:
  • The correct and legal process to follow when you have a poor performer
  • What you must do when your employee just isn't capable of doing the job
  • How to legally dismiss him when he doesn't perform
  • How to build a solid portfolio of evidence that can win any case at the CCMA
  • And much more…

Here's how
***

Don't get caught using the wrong process for poor performance

Let's say you have a poor performing employee who's incapable of doing the job. And you follow the disciplinary process instead of the incapacity process. This could lead to a claim of procedural and/or substantive unfairness that will find you at the CCMA. And if you can't properly justify the actions you took, this could cost your company dearly, both in terms of monetary penalties and also in your reputation.

So, as a manager not only do you need to know how to manage poor performers. But you also need to know which processes and procedures to follow under which circumstance. Read on as I let you in on a way to get this info in just one morning!


******A must have******
 
The First Performance Review Software Available in South Africa

- In accordance with the latest Labour Law -

The performance review software helps you determine quickly and accurately:
  • Your employees' skill levels;
  • How every employee contributes to overall business performance;
  • The training and skill enhancing requirements for every one of your employees;
  • How to properly motivate your employees;
  • The required disciplinary measures.

Click here for more information.
***

Put your poor performance issues to bed!

As a manager, you need to know how to deal with various performance issues so you can either solve the performance issue or exit the employee from your company. And you need to do this in a way that keeps you out of the CCMA, all while making sure your actions are legally defensible.

So I've put together a half-day workshop to deal with these very issues.  

I'll personally take you through all the steps to manage the different types of performance issues and you'll get the tools you need to implement these processes back at your workplace.  

I'll give you critical information on when and how to use:
  • Counselling sessions;
  • Disciplinary procedures;
  • Incapacity procedures; and
  • Training interventions.

Join me on 25th February 2016 for the Performance Management Workshop in Johannesburg and I'll show you how to turn your poor performers into star performers … Or show them the door!

Plus we'll give you two bonus tools that have checklists, forms, documents, templates and flow charts to help you manage your poor performers.

To book your seat, click here. Or email me if you'd like more details at seminars@fsp.co.za.



 



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Comments
1 comments



Estelle 2017-07-18 20:36:54

I have an employee who is really unteachable.
Her job is to copy information from documents into a book, but she can not do it. Several employees spent many hours to teach her, but still she writes the information wrong and she will ask the same question over and over and over again.
She does not consentrate or is unable to learn. I even bought her a note book and suggested that she make notes as she goes on and can follow her notes when she forgets what to do.
It is really a problem because our employees spend so much time with her where they could be doing their own job.
How do I address this situation - she is on a 3 month probation period which will expire in August 2017.
I think her probation period was unsuccessful.
Thank you kindly and I am looking forward to your response. Regards, Estelle


 
 


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