1. Performance Counselling How getting it right helps your business

2. Agenda What is performance counselling? When does it happen?
What is the objective?
What is the process?

3. What is performance counselling?
Addition to regular performance management, not instead of
Conducted to correct unsatisfactory performance
­Quality and quantity of output
­Behaviour in the workplace
­Attitude to work rules
­Misconduct

4. When does counselling happen?
As soon as a problem is detected
IMMEDIATE ACTION IS CRITICAL

5. Why do we procrastinate on counselling?
It’s unpleasant
You don’t want to upset them
You don’t want people to think you’re not a nice person
You’re not sure what you should and shouldn’t say

6. Reasons for early action
The longer you delay, the more the problem occurs
Delays can affect the outcome
Inaction can be seen to condone poor behaviour
May weaken your case if decisions are challenged
Decisive, swift and fair action enhances the team’s confidence in management

7. The Process Step 1: Identify and consider the problem
How long has it been happening?
Has it been spoken about before?
Is it a reasonable gripe?
How does it affect others (team/clients)?
Do you understand the possible causes?

8. Document Document Document
The Process
Step 2: The Meeting
Call the meeting
Let the employee know the purpose of the meeting in advance
Let them know who will be there
Offer the opportunity to bring a support person
Document Document Document

9. Document Document Document
The Process
Step 2: The Meeting (cont’d)
Discuss the issue
Invite employee to respond
Offer appropriate support
Ensure understanding
Agree a timeframe for improvement
Agree a time to meet again
Document Document Document

10. The Process Step 3: Follow up
Follow through with any support requirements, training etc.
Meet again at the time agreed
Talk to the employee if they show a need for support

11. PERFORMANCE IMPROVEMENT PLAN
The Process
INITIAL MEETING
IMPROVEMENT
CONGRATS!
RESUME BUSINESS
NO IMPROVEMENT
FORMAL WARNING
PERFORMANCE IMPROVEMENT PLAN
WARNING LETTER

12. Formal Warning Supporting Documentation
Performance Improvement Plan (PIP)
Be very specific about the improvements required
Be very specific about the standards required
Detail what must be done, by whom, by when

13. Formal Warning Supporting Documentation Warning letter
State whether first and final, or first warning letter
Refer to meeting date and time
Clearly indicate next step in the process if no improvement:
2nd warning? Termination?

14. Helps your business how?
Enhances team morale
Makes you a better manager
Happier clients
Stops time wasting on re-work etc.
Treats team members more fairly
Manages risk of employee action
Keeps you out of FWA

15. Offer
Webinar participants will receive a 10% discount on Gold Seal’s HR Essentials Workshop
For support on implementation call us on

16. Contact Us Sheila Baker Managing Director Lehanne Bleumink
HR Services Manager