Do you have a problem employee?

Before taking any action, it is vital you identify the problem and any underlying causes. Is the issue related to conduct, performance or attendance?

If it’s conduct, depending on the seriousness of the actions, you could have grounds to dismiss. This would normally include serious issues such as theft, assault or consuming alcohol or drugs at work.

If it’s performance, then you need to address what is causing the poor performance. A meeting should be held to establish the causes – normally this is sufficient to improve performance, providing the manager holding the meeting gives effective feedback. All details should be documented, and the employee should be fully aware what is expected of them and why. SMART objectives are key to this –

Specific
Measured
Achievable
Realistic
Timed

For less serious matters, the issue should be addressed informally. This gives a structured approach the discussing the matter with the employee and following it up with specific recommendations.

More serious matters are best dealt with using a formal disciplinary procedure.

If you require further HR Advice, explanation or support in this or any other HR related area, please call us today on 0800 612 4772 or get a Free Quote for HR Services via our website.