Managing Poor Performance and Misconduct: Avoiding Pitfalls of the Disciplinary Process
In today’s dynamic workplace, managing poor performance and misconduct is a critical aspect of maintaining a productive and harmonious environment. Claire Harrison, Managing Director at Harrisons, provides valuable insights into this topic through her presentation “Managing Poor Performance and Misconduct – Avoiding Pitfalls of the Disciplinary Process.”Setting the Stage for Success
From the outset, it’s essential to set clear expectations for employees. This involves defining performance objectives, behaviours, development goals, and career aspirations. By establishing these priorities from day one, employees understand what is expected of them and how their performance will be measured.The Importance of Regular Feedback
Regular feedback is crucial in maintaining high performance. This includes both formal and informal mechanisms, such as regular check-ins and in-the-moment feedback. The goal is to ensure there are no surprises during performance reviews and to address any issues promptly.Identifying Reasons for Underperformance
Several factors can contribute to underperformance, including a lack of feedback, a mismatch between an employee’s capabilities and job expectations, and personal issues such as family stress or substance abuse. It’s important to identify these factors early and address them appropriately.Distinguishing Between Underperformance and Misconduct
Underperformance and misconduct are distinct issues. Misconduct involves behaviour-related problems such as bullying, sexual harassment, theft, fraud, or assault, which at their worst, may warrant dismissal. It’s crucial to seek advice before taking any action in cases of misconduct.Steps to an Effective Disciplinary Process
Claire outlined a seven-step disciplinary process to handle performance and conduct issues effectively:- Investigate: Gather evidence objectively, focusing on behaviour rather than the person.
- Notice: Notify the employee of the meeting in writing for serious cases, and document each step.
- Allegations: Clearly explain the allegations and provide evidence.
- Response: Listen to the employee’s side of the story and document their response.
- Consider: Genuinely consider all information gathered without a pre-determined outcome.
- Outcome: Determine the appropriate action, which could range from no action to dismissal.
- Monitor: Follow up with the employee and monitor their progress.
Supporting Documentation
Having the right documentation is essential in the disciplinary process. This includes performance and misconduct policies, probationary policies, performance management checklists, and templates for notices, warnings, and termination letters. By following these steps and maintaining clear communication, managers can effectively address performance and conduct issues while avoiding common pitfalls. Claire Harrison’s presentation provides a guide to managing these challenges and ensuring a fair and productive workplace. For more information and support contact the Harrisons team at www.hhr.com.au or give us a call on 1300 001 447.
Claire Harrison is the Founder and Managing Director of Harrisons, a flourishing HR consulting business that sprouted in 2009 from Claire’s passionate belief that inspiring leaders and superstar employees are the key success factor to any business. With over 20 years’ experience, Claire has worked as a HR Director of multi-national organisations, as a Non-Executive Board Director, and a small business owner. Claire’s corporate career includes working with companies such as BHP, Westpac, Fonterra and Mayne Nickless.
