">
Don’t leave it too long
It can feel uncomfortable raising performance issues, especially if you have a small team and know everyone well. But avoiding the conversation rarely helps. The longer poor performance continues, the harder it becomes to fix
Be clear about what isn’t working
“You’re not doing a good job” isn’t particularly helpful. Be specific.
What should they be doing? What are they doing instead?
What needs to improve? The employee needs to understand what you expect from them.
Find out what’s behind the problem
Poor performance doesn’t always mean someone isn’t capable. Perhaps they haven’t had enough training, perhaps the role has changed, perhaps they don’t understand what is expected. Or there may be something else going on… You won’t know unless you ask.
Agree what needs to happen next
Once you’ve talked about the problem, be clear about what improvement looks like. Set realistic expectations. Agree what support is needed. And keep checking in.
Good performance management isn’t about catching people out. It’s about giving people a fair opportunity to improve.
What if things don’t improve?
Sometimes they don’t. That’s when you may need to consider a more formal performance management process. If you’re unsure how to approach this, getting HR advice early can save you time and help you avoid costly mistakes.
Not sure how to handle a performance issue?
If you’re dealing with a similar situation or need advice on what to do next, get in touch with Glass HR.
