As most managers will know, things don’t always go to plan when you’re dealing with people.
There are times when an employee’s performance is so poor they need formal performance management to get them back on track. Or when things like serious misconduct, bullying, harassment, or impairment due to drink or drugs leave you with no option but to take disciplinary action.
More often though, an issue will be relatively minor or creep in over time, like unhelpful behaviour or a dip in performance; things that need to change but aren’t serious enough to warrant formal disciplinary procedure.
Join Sylvie Thrush Marsh, MyHR's Chief Evangelist, as she shares tips for turning performance and behavioural issues around, and how to conduct formal procedures fairly and legally if you’ve exhausted all other options.
What we'll discuss
- How to manage employee issues before you need disciplinary.
- Dealing with minor misconduct.
- How to turn underperformance around.
- What to do if you still end up taking disciplinary action.
