Underperformance can include:
- failure to carry out duties to the standard expected
- non-compliance with policy and procedures
- unacceptable workplace behaviour.
Managing underperformance should be done as soon as the underperformance is identified, rather than in the next scheduled performance review, which might be weeks or months away.
When discussing underperformance, adopt a collaborative approach, rather than a dictatorial or disciplinary-based approach, so that you’re working with your employee, rather than imposing commands and ultimatums. This will produce a better outcome for you, your employee, and your practice.
You must document all meetings and outcomes related to the underperformance, and provide the employee with a copy.
Fair Work have a number of performance management templates, and several resources available to help you manage employee underperformance and meet your obligations.
C3.2 B Our practice has performance discussions with each team member.
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