Follow Up, Follow Up, and More Follow Up!

When a staff member has been given the feedback that they are not performing to the required level it is important that they are provided with a performance improvement plan.

Performance Improvement Plans

• Clearly outline what standard needs to be attained
• What retraining or additional assistance they will be provided with
• What actions the staff member must undertake to achieve the required standard.
• Be as specific as reasonably possible and provide time frames and quantifiable targets.
• Outline what the consequences will be should the staff member fail to meet these targets
• Both the staff member and the supervisor need to show a genuine commitment to the plan and sign an agreement that they will carry out the plan.

Informal Feedback

• Staff member is verbally advised that they need to improve in a specified area.
• Staff member is shown and provided with advice and suggestions as to how they can reach the required performance standard (this may require some retraining)
• Staff member closes performance gap. Supervisor to provide positive feedback
• Corrective action to be taken
• Consequences of failure to improve performance or correct behaviour
• If a witness was offered
• Staff member comments
• Signatures by both the staff member and the reviewer
• A copy of the review should be given to the staff member and a copy placed into their personnel file.
• Staff member continues to not perform at required level. Retraining and formal performance management plan to be put in place.

Formal Feedback

• Review performance improvement plan. If staff member is now meeting performance criteria then provide them with positive feedback.
• If staff member is still not meeting performance standards review the performance plan. What further training is appropriate? What is still causing the gap in performance?
• Provide the staff member with further feedback specifically detailing where they are not performing and following company performance management policy.

Staff Member continues to not perform

It is the employers’ responsibility to first and foremost do everything reasonably possible to assist and retrain the staff member so that they are performing at the required level.

If however, the staff member continues to not perform and meet the set standards in the performance management plan then the staff member may be dismissed.

It is important that when terminating a staff member you double-check that you have followed your company policy and procedure regarding termination and performance counselling and that the case is well documented. It is recommended that you seek advice from an Industrial Relations or Human Resources expert before terminating a staff member. You will need to ensure that you have met current legislated requirements regarding termination of employment and award, union and/or employment agreement conditions.

Good staff are the foundation of businesses. They should be your most valuable asset. They will be the ones who ensure that you have the systems, products, customer service and functionality to be successful.

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Need help conducting performance reviews? Reach out today! Contact (07) 4051 737 or send us an email at hello@hrdynamics.com.au

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