Dealing with ‘time-consuming’ employees: Part 3 – Managing poor performance

By KMC Human Resources

12 Jun 2018

We’ve recently posted a series of blogs on dealing with time consuming employees. So far, we’ve looked at the issues of time keeping and absence. This time, we look at the issues of under-performance and poor attitude, both of which can be time consuming for managers to deal with.

Performance can be measured in many different ways and depends on the individual’s role. Performance is often associated with sales people and meeting targets, but can also refer to the amount of work an employee is able to produce, the quality of their work or their attitude.

If you have an under-performing member of staff, they often stick out like a sore thumb. The way you approach trying to deal with the employee will depend on whether the individual concerned was previously a steady worker and the dip in performance has recently occurred or whether they have always struggled to meet the standards required.

If the former, you might want to try and establish what has given rise to the change. Perhaps they are having issues at home and need additional support. If the issue is a workplace related one, such as a new member of staff that has changed the team’s dynamic or the workload has grown and has become too heavy for them to cope with, you’ll need to decide on the best way to rectify the issue. Opening the channels of communication as soon as you notice the drop in performance is preferable as opposed to leaving things to ‘work themselves out’ as ultimately, they may not!

If the employee has always been a poor performer, there are a number of things you need to consider. Firstly, you need to establish whether the issue derives from a lack of skills or a poor attitude. If skills are the issue, you might need to think about whether you have the right member of staff in the right role. Redeployment is an option if the business has capacity, as is upskilling. You’ll need to take a view whether the time and investment will be well spent in the long run.

Where poor attitude is the root cause of poor performance, a different tack is needed. You will likely need to set a standard for the employee to meet, allowing a reasonable opportunity for improvement. Once a formal process has started and the employee knows they are being monitored, their performance will hopefully improve. If it doesn’t, however, you may need to invoke formal procedures such as issuing a written warning and continuing to monitor performance or else holding a performance dismissal hearing.

Ultimately, you will need to consider whether the employee’s other attributes, such as a positive attitude or hardworking nature, are enough to make this process worthwhile. You may decide that making a “without prejudice” offer for an agreed exit from the business – ie. a settlement agreement – is the preferred option for all involved.

If you do follow the route of performance improvement, you will need to document this and set reasonable and appropriate (to the role) performance goals. Preferably, these should be agreed along with the employee. Any formal disciplinary or capability processes should be carried out in line with those set out in your employee handbook.

And don’t forget, you need to set performance objectives for all new starters, so they know how their performance will be monitored during any probationary period and how you will decide whether probation has been successfully completed. You cannot criticise someone for under-performance if they don’t know what is required of them in the first place. For more help and guidance in relation to managing poor performance, please contact us.

Latest news

1

University of Central Lancashire celebrates hat-trick of wins at Educate North Awards University of Central Lancashire winners at Educate North Award Winners 2025

University of Central Lancashire celebrates hat-trick of wins at Educate North Awards

04 Apr 2025

2

The Villa’s sister venue shuts its doors The Villa Levens and The VillaWrea Green (Image credit: The Villa Levens and The Villa Wrea Green)

The Villa’s sister venue shuts its doors

04 Apr 2025

3

PM urged not to retaliate over tariffs Manufacturing

PM urged not to retaliate over tariffs

03 Apr 2025

4

CMAC Group appoints Matthew Ratcliffe as chief operating officer Matthew Ratcliffe CMAC

CMAC Group appoints Matthew Ratcliffe as chief operating officer

03 Apr 2025

5

For sale signs at The Villa Villa Wrea Green has been brought to market (Image credit: The Villa Wrea Green)

For sale signs at The Villa

02 Apr 2025

Pc Prestonmacan Gif980x120 March
Background image for hub sign up block

LBV Hub

Leverage Lancashire Business View platforms

Post your news
Post your events
Post your offers
Build your network
Improve your SEO
Gain coverage in the magazine
Sign-up
Events
Lancashire Net Zero Carbon Conference
Net Zero Carbon Social 1200px
Networking
18 Jun 2025

Lancashire Net Zero Carbon Conference

Crow Wood Hotel & Spa Resort, Burnley, BB12 0RT

08:30 - 13:00

CMI Level 5 Management and Leadership Course
UCLanAerialCampus.jpg.jpg
LBV Hub Seminars
21 Feb 2025 - 21 Feb 2026

CMI Level 5 Management and Leadership Course

Preston Campus, Preston , PR1 2HE

09:00 - 17:00

CMI Level 5 Project Management Course
UCLanAerialCampus.jpg.jpg
LBV Hub Seminars
21 Feb 2025 - 21 Feb 2026

CMI Level 5 Project Management Course

Preston Campus, Preston, PR1 2HE

08:00 - 17:00

RISE - The Academy for Female Leaders and Managers
WENDY BOWERS RISE Illustrstion copy.jpg.jpg
LBV Hub Seminars
02 Apr 2025 - 08 Oct 2025

RISE - The Academy for Female Leaders and Managers

East Lancashire Chamber of Commerce, Clayton le Moors, BB5 5JR

09:00 - 15:30

The Business Network Central & East Lancashire
LBV Hub Networking
24 Apr 2025 - 24 Apr 2025

The Business Network Central & East Lancashire

Stanley House, Blackburn, BB2 7NP

11:30 - 14:15

People Power: Exclusive Event Series
Stay ahead in 2025.jpg.jpg
LBV Hub Seminars
29 Apr 2025 - 29 Apr 2025

People Power: Exclusive Event Series

People's History Museum, Manchester, M3 3ER

17:00 - 21:00

Planning for the future + navigating Inheritance Tax changes
Planning for the future + navigating Inheritance Tax changes for website.png.png
LBV Hub Seminars
01 May 2025 - 01 May 2025

Planning for the future + navigating Inheritance Tax changes

Stanley House Hotel, Mellor, Blackburn, BB2 7NP, Blackburn, BB2 7NP

08:00 - 10:30

A night at the races
1.png.png
LBV Hub Dinners / Balls
02 May 2025 - 02 May 2025

A night at the races

Morecambe FC, Morecambe, LA4 4TB

19:00 - 23:59

Celebrating 50 years of KTP
UCLanAerialCampus.jpg.jpg
LBV Hub Networking
07 May 2025 - 07 May 2025

Celebrating 50 years of KTP

University of Central Lancashire , Preston, PR1 2HE

16:00 - 18:00

Research and Knowledge Exchange Showcase
13421_research_knowledge_exchange_2025_600x300.jpg.jpg
LBV Hub Awards
07 May 2025 - 08 May 2025

Research and Knowledge Exchange Showcase

University of Central Lancashire , Preston, PR1 2HE

09:00 - 17:00

Innovating business solutions through PhD Partnerships
30478 Skills Bootcamp open day setting.jpg.jpg
LBV Hub Networking
07 May 2025 - 07 May 2025

Innovating business solutions through PhD Partnerships

University of Central Lancashire, Preston , PR1 2HE

14:30 - 15:30

Enhancing Your Workforce with CPD
LBV Hub Networking
08 May 2025 - 08 May 2025

Enhancing Your Workforce with CPD

University of Central Lancashire, Preston, PR1 2HE

13:15 - 14:15

Advertise with us

Reaching 50,000 members, our print, digital and event platforms offer a fantastic way to raise your business profile and help you grow.

Find out more Lbv121 Online Graphic
Subscribe now

Weekly news bulletin