Introduction
When an employee is not performing or their behaviour is unacceptable you need to discuss the issue with the employee and remedy the situation as soon as possible.
It is important to first distinguish between a performance issue and a behaviour/misconduct issue.
- If the employee can’t do the job properly, the issue is a genuine performance problem.
- Alternatively, if the employee won’t do the job properly, the issue is one of behaviour/misconduct.
Use the Performance Counselling Discussion Planner
See the Performance and Behaviour Management Model for more clarification.
Performance Issue
If you have determined the problem is a performance issue, you can move on to implementing the appropriate remedy. Select a likely cause and read about the appropriate remedy. Likely causes include:
- Lack of understanding of job requirements
- Lack of competence
- Lack of commitment
- Lack of time/materials/support
- Personal/non-work factor
- Continuation/repetition of performance failure
Behaviour / Misconduct Issue
If you have determined the problem is one of unacceptable behaviour or misconduct, you can move on to implementing the appropriate remedy. Select a category of misconduct to read about the appropriate remedy. Likely categories include:
For more serious misconduct issues refer to Formal Disciplinary Action.