Dealing with Performance Problems

You can’t be an employer for long without facing employee performance that is unsatisfactory. Performance problems happen, and they happen with every employer. When you’re faced with such problems, here are a few tips to follow:

1. Be cautious with progressive discipline. If you commit yourself to following a prescribed plan, you can be held to that standard, limiting your options in critical employment decisions, or risking a wrongful termination charge if you deviate from the standard. A better approach is for management, in its sole discretion, to apply whatever disciplinary action it deems appropriate, and then to do so consistently.

2. Avoid premature firing. A rash decision to fire an employee who has not been adequately warned can lead to legal issues that far outweigh the performance problem. Plaintiffs’ attorneys would have far less business if employers would adequately warn employees of the potential consequences of their performance. Consider suspending an employee pending investigation. Give yourself time to think clearly and make the best decision.

3. Whatever you do, do something! Some employers do just the opposite – nothing. If the employee has been a high-quality performer in the past or is good in other areas, some bosses overlook the problem spots. However, what you fail to confront, you condone. Recognize that sometimes the kindest thing to do is to face the problem head on, not to avoid it.

For assistance with employee performance issues please contact one of our Human Resources Consultants at ESG at 888-810-8187.