Poor performance or conduct in employees is not always about skill or intellectual capability, it can also be due to employees being unmotivated or lazy. There are some employees who choose to work only when being looked at closely, and some who will lie to make it look like (and have others think) they are doing a good job. This can also be linked to team culture, which is why it is important to start performance managing today and get it right.

Managing employee performance and conduct, despite being one of the most important elements of running a business, is often the part employers find the most difficult and will tend to avoid, especially when an employee is under performing and actioning may cause conflict.  However, despite this there are many good reasons to start managing poor performance now,

  1. If other employees recognise poor behaviour and see it go unaddressed they can start to lose respect for the leadership team who is not taking action.
  2. Productivity and the quality of work will start to suffer – either resulting in work not being done at all, or being done to a poor standard.
  3. Leadership begins to damage its credibility. Inability to deal with performance issues is a sign that as a leader you are underperforming and inevitably both your credibility and reputation as a leader will suffer.

Poor performance and conduct is damaging for workplaces and the teams within them. It makes work life more stressful for everyone and reduces enthusiasm, demotivates others and creates unhappy workers. No employer wants to see this happen in their business, which is why proper performance management is so important.

Having a clear and concise performance improvement procedure can help employers to tackle underperformance early and invoke formal action when performance issues cannot be resolved informally.

We have several ways we can assist.

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