MANAGING UNDERPERFORMANCE – Initial Steps Checklist

The following checklist has been created to help you manage underperformance in your business.

Step 1: Identify the issue to be addressed

Write down specific examples of behaviour causing the issues, and when it’s occurring. Always gather documents that demonstrate the issue.
Note how and why the behaviour affects the business, employees, safety etc
How does this behaviour need to change

Step 2: Assess the issue

How serious is the issue and how long as this existed
Assess your expectations of how they are currently performing and how you are expecting them to perform
Consider possible causes of the issue

Step 3: Meet with your employee

Arrange to meet at a time and place where you won’t be interrupted
Advise your employee in advance as to what the discussion will be about
Allow them to bring a support person of their choice, if they wish to. This could be a co-worked, family member, friend or union representative. Their role is support only, not to speak or advocate for them.
Clearly describe the concerns, using examples and how it is affecting the business/other staff etc
Invite the employee to respond
Ask open questions so you are sure to explore any possible issues or causes
Ensure the employee understands the change required of them
It is important for you to be open and relaxed to encourage an open and honest conversation
Give constructive feedback

Step 4: Jointly devise a solution

Explore possible solutions by asking open questions
Invite your employee to suggest possible solutions
Agree on a way to resolve the issue
Offer appropriate support and training
Allow time for the behaviour and performance to improve and set a date to review

Step 5: Monitor the employee’s progress

Ensure any offered support or training is followed through
Monitor progress and provide ongoing feedback
Review and meet with the employee at agreed time
If performance has improved, acknowledge that the issue has been resolved and discuss how to maintain, continue to offer support and encouragement
If performance has not improved, extend or repeat the process

Step 6: Keep records

Keep notes of your discussions with your employees and the outcome. Use the “Recording details of as meeting template.”

The information contained in this document is general is nature. You must not rely on the information in this document as an alternative to legal advice from an appropriately qualified professional. If you have any specific questions you should consult one of your HR Professionals.