HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

Managing poor performance

Although we would all prefer it were not the case there are times when a employee fails to perform to the required standard in their role. In these situations it is necessary to make the team member aware as soon as possible that their performance has fallen below standard and that you intend to work with them closely to assist them in meeting expectations. Poor performance that is not addressed will continue and the rest of the team will assume that it is being tolerated. Performance counselling is applied when a significant performance issue has occurred or a performance problem persists. This will most typically be after a period of performance below expectation and where despite clear and timely feedback and one-on-one d iscussion the employee’s performance has not improved. The performance counselling process is not dissimilar to the coaching process and you should always keep in mind the following five principles. Performance counselling

Performance counselling process

Create a safe environment • Free from distractions • Comfortable •

Not “in the heat of the moment”

Establish the problem •

Acknowledge positive elements of performance • Define the problem • State the importance and the impact on others and the business Establish commitment to the solution • Identify all reasons for the problem • Encourage the team member to identify solutions for each reason • Assist him or her to remove barriers and obstacles

Follow up •

Develop, agree and document action plan • Set and confirm follow-up dates • Follow up

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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