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Underperformance in the workplace

19/03/2010 2048 Views 5 Posts Reply to Discussion Posted by joburkey

Posted by FiFi

Sydney, NSW, 17/03/2010

What is your opinion?

Does underperformance warrant instant dismissal?
Should an underperformer be given warngins and threatened with dismissal?
As an employer, should you support an underperformer to assist them reach the level of expected performance?

I'm interested to hear thoughts and opinoins on these matters. Obviously it relates to the underperformance issue.

To me, instant dismissal would only be warranted if an issues caused dramatic loss or damage to the business. If it was something minor then I would implore the warning system and I guess if I thought the employee was worth it, I would support them to help them grow!

Posted by tommygirl3

Adelaide South Australia, 17/03/2010

We had an employee recently pretty much quit on us. We said we needed to have a serious chat about his performance/lack thereof, and he decided to quit. We would have fired him anyway. He was a young kid, fresh out of school, just moved out of home and had him as a trainee for a year. He seemed to progress so we kept him on...from there, he would have spectacular days, and then days where he didn't even act like he had been under our employ at all.
He would constantly take sick leave, and come in hung over...We kept him and kept hope for him for 3 years, unfortunately not to be...
So in short, no, not instant dismissal give them a chance to improve, give them direction and patience...but if no improvement, then out they go I feel

Posted by FiFi

Sydney, NSW, 18/03/2010

Thanks for the thoughts. I tend to agree, try to develop the staff member first and go from there.

It is really unfortunate when someone is not open to feedback/discussion about their performance. It can be really hard to hear but will be beneficial in the end!

What kind of work do you do tommygirl, if you don't mind me asking?

Posted by tommygirl3

Adelaide South Australia, 18/03/2010

I am a secretary and accountant and my partner and I's sheetmetal business...and our employee was a sheetmetal worker, so cutting and folding steel to specifications. Like I said, good kid, and we really wanted the arrangement to work, as we felt almost responsible for his growth in work as well as outside of work as he lost his father when he was young...but there is only so much you can do, when the employee is only willing to work so hard.

Posted by joburkey

Port Melbourne,VIC, 19/03/2010

It's not within the employer's right to instantly dismiss someone (other than if they have done a criminal act such as fraud or corruption or a serious misconduct i.e. injurying someone on purpose, sabotage etc)
There are sometime clauses in your contract if you are on a probation period when starting too.

There are always issues in instant dismissal because you really need just cause for this. Otherwise the equal opportunity commission will come down on the employer.

Good practice is for a company to have a disciplinary procedure which is fair and reasonable. It ensures that there is enough reviews, time and actions that are put forward for the employee to improve. Everything must be documented and clear (easily understood by both the employee and the employer), with signatures of agreeance.

Depending upon what the issues are will depend on if the employer provides the extra training, counselling etc. But ultimately it is up to the employee to improve.

Underperformance in the workplace

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