Dealing with poor performance?

Question

How would you deal with a staff who is not achieving the required standard in their work?

Answer 1

talk to them
speak to em honestly
they mite be havin trouble with personal life
be kind open
and understanding
tell em its two way u support em if they support u
and LISTEN to wat they say..
if it happens to many times
SACK

Answer 2

Um.. If it was me... how would I deal with it?

This would be my steps dealing with poor performance:
1) See if I can wait until the "Performance Feedback" (Some establishment does it every quarter of the year, some twice a year). If I can that would be great! Problems may be discussed during the Performance Feedback.

2) If I can not wait.. Find a suitable time, take the employee to my office (or an empty office). Explain to him/her that my job as a manager is to oversee that the department is running smoothly, achieving good performances hence producing a good profit percentage for the establishment. One of my priorities would be trying to achieve high staff satisfaction, because I believe only through excellent staff satisfaction I will be able to achieve excellent guest satisfaction. But lately I have noticed that the performance of your work has not been up to standard.

I would actually say almost the same things either if I can wait till Performance Feedback or not. "Approachable Management Style" is preferred by me rather than the "Iron Fisted Management Style". Listen to the employee, look for ways to improve this problem together! If it’s more training needed or changing the direction of his/her table to receive more light, find a solution together with the empolyee. Like brainstorming. So I would jot down the date, people involved (myself and the employee), the problem (poor performance), reason (what ever the reason he/she is telling you), the solution (which consist both of our ideas). I would then set new targets with the employee, he/she will need to fully understand what is required and sign for the new target that we have set up together. Then set another date to discuss the results.

I hope this helps you! This was the technique I used when I was doing management training at a 4 star silver hospitality establishment and it worked pretty well for me. I have discovered that when the staffs sees that you truly want to assist them, care and listens to them, they are more willing to try and achieve your required standards. Yes, on the odd occasions further investigation will have to take place and Performance Review needs to be done to discuss if the employee needs to be transferred to a different department due to poor performance / performance difficulty or the last option is to dismiss the employee...

I would then carefully record the experience and take careful note for the next selection of candidate.

Answer 3

Pretty well all the advice so far would almost certainly land an employer in a tribunal if they followed what has been said. A disciplinary procedure cannot be used directly to dismiss someone on the basis of capability, because disciplinary procedures are designed to deal with conduct.

For an employer to safely dismiss, the dismissal must be reasonable and lawful. In this kind of instance the employer should have a developed capability procedure that clearly demonstrates whatever action that was taken by the employer was reasonable and fully considered any potential causes for the lack of capability. For example, disability.

Once it is demonstrated that the employee cannot improve sufficiently to meet the terms of their contract with all reasonable assistance from the employer, a hearing similar in form to a disciplinary hearing would need to be used to examine the case.

The only time a disciplinary hearing would be appropriate in such a case would be if the employee is capable, but simply refuses to meet the required standard. This is a matter of conduct and would therefore be a disciplinary matter.

Answer 4

Absolutely agree first step is talk to them and make sure they have a clear expectation of your requirements. Setting a few key targets that are clear and timed means both of you know what you are expecting.

Next step is to follow up on targets on regular basis. Some people respond to positive input some people respond to negative input it depends on the personality you are working with.

If they fail to achieve after you have put the effort in then step by step go down the route of legal dismissal. Painful but true some people are just not suited to the job they do.

Finally if you have to dismiss them make sure you learn from the issue and while recruiting identify what your key concerns were with previous person.

Hope it helps cause dealing with failure is hardest part of being a supervisor.

Answer 5

Have a group meeting and ask them for their opinions on how to make it a better workplace.

They will not feel like robots and feel valued as they will be expressing their opinions.

I mean, today at my workplace, we have a manager and she was very target driven and at the end of the shift, she thanked us all individually, that lifted my spirit and boosted my morale a bit.

Its a shame I am leaving there next week!

Elle

Answer 6

Regular appraisals, set the standard and monitor. If this still continues revert to the Disciplinary Procedure.

Answer 7

Had a talk over the major problems which causes this.

Answer 8

fire them & their friends 4 a laugh

Answer 9

go with what nikki said, its pretty much what i was about to say.