The Manager's Toolkit

Meet with the employee to discuss the possible cause of under performance. Ensure they understand the meeting is investigatory and not part of the disciplinary procedure.

Highlight the problem, explain why it is a problem and the potential consequences for the business due to mistakes / missed deadlines etc.

Give specific examples of instances when their performance has fallen below the required standard.

Consider any mitigating factors e.g. personal problems. Restate expectations in terms of job duties, outputs and targets.

Ask the employee's opinion on what they can do to achieve improvement. Seek to agree specific remedial action points – related to the cause of the under- performance.

Seek agreement that there is a problem with aspects of their performance. Ask them what they think the root cause may be.

Keep a record of the meeting and what has been agreed. The records are confidential will be necessary should under performance continue.

Agree a timescale for the improvement to be achieved and the level of improvement required. Give specific, achievable and measurable targets.

Arrange training where appropriate. Schedule a follow-up meeting to review performance - and make sure the meeting takes place! .