MANAGING POOR

PERFORMANCE
Presented by: Farhad Mahbub (CAHRI, AFAIM)
Latitude12 Pty Ltd
 What is poor performance
 What are the reasons
 Categorization of performers
 ECONO way of Response
 Case study

CONTENT
 • It doesn’t always mean
someone is not working

• It means the gap of

output of what employer
is expecting and what
employee is delivering

WHAT IS POOR PERFORMANCE

 Incompetency – Can’t do
 Ill health- Illness preventing performing job
 Misbehaviour- Won’t do

REASONS OF POOR PERFORMANCE

 Competency
High

Be encouraging Be Patient

High Low

Behaviour
Get behind
the safety net

Utilise the USP Low

CATEGORIZATION OF PERFORMERS
ECONO WAY OF PERFORMANCE
MANAGEMENT
 Act Quickly
 Don’t get personal
 Get second thought but not rumours
 Identify the issue Behaviour vs Competency
 Talk it through
 Give / Receive feedback
 Express Do’s and Don’ts
 Take help from HR or experts
 Make it formal
 Give at least 48 hours notice
 Allow support person
 Document the discussion
 Criticise the action or behaviour not the person
 Be precise on the expectations
 Inform the consequence
 Close the discussion with positive note
 Conduct PIP discussion
 Follow up the PIP execution
 Fast track execution
 Monitor the improvement
 Provide feedback on development
 Serve formal Warning or Show cause letter
 First Warning and Second or final Warning
 Be precise on the allegations
 Provide adequate time to improve or response
 Be realistic and non discriminatory
 Inform consequences
 Provide formal letter
 Provide reasons
 Provide Notice period
 Provide all support for relocations
 Focus on the task not the person
 Ensure all final payments are made
 Allow resignation option
 I do my job but not on the time my supervisor expects
 I don’t know how people complete so much tasks in such short period
 My supervisor doesn’t know anything, he just like to order, I am not
going to do it
 I do all tasks on time with quality but my supervisor doesn't notice

CASE STUDY
 Questions?

THANKS