10 Essential steps to dismissing for poor performance - have you covered all your bases?

Here’s your chance to contribute to your company’s bottom line!

In today’s competitive environment you can’t afford to have employees whose performance isn’t up to scratch. Poor performers can cost your business a packet, and not just because of the mistakes they make. It inevitably takes up a lot of your management time to deal with them. In fact, 20% of your employees, your worst performers will take up about 80% of your time.

Find out how to deal effectively with poor performers so you get them performing how you need them to. If you have to fire them, follow the correct procedure so you don’t end up on the losing side at the CCMA…

9 Things you must do before you dismiss for poor performance

  1. Set performance standards;
  2. Communicate those performance standards to your employees;
  3. Evaluate your employee’s performance (conduct evaluations regularly, perhaps half-yearly depending on the circumstances);
  4. Make sure you have given sufficient instruction on the tasks you require him to do and how you want them done;
  5. Provide the training the employees needs to perform; and
  6. Provide guidance along the way on how to meet the set standards.

There're three more steps to ensure you’ve exhausted your options in combating poor performance. Before you dismiss your poorly performing employee, check what the remaining steps are in your Labour Law for Managers Practical Handbook – order today!

The Labour Law for Managers Loose Leaf is part of the Labour Law for Managers Loose Leaf Service. As part of the invaluable labour advice service, you’ll also receive three bonus reports, regular updates, a daily email bulletin, online access to past labour updates and a labour helpdesk. 

Checklist: 6 Questions that must be answered at a poor performance hearing

  • Is a performance standard in place?
  • Was the employee aware of it?
  • Is there proof of a failure to meet the standard?
  • Is the under-performance serious?
  • Have you given the employee proper evaluation, instruction, training, counselling, guidance and a reasonable period for improvement?

If you answer “yes” to all of the above questions (on a balance of probabilities), you can conclude your employee is unfit for his position and can take the correct steps to dismiss him.

Then only one more question remains. Find out what it is in the Labour Law for Managers Practical Handbook.

In Labour Law for Managers Practical Handbook you’ll also learn:

  • How to set performance standards
  • All the steps of the performance evaluation process
  • How to manage performance during probation
  • What probation is and how you should use a probationary period
  • How to dismiss for poor performance

Other topics covered in the Labour Law for Managers Practical handbook:

  • The CCMA has processed over one million disputes and employees have won more than 50%! Are you prepared?
  • One in three employment contracts put the employer at a disadvantage
  • Planning a retrenchment? Watch out…
  • Do you know how to legally dismiss your employee?
  • Do your employees abuse their leave?
  • 14 Ways to comply with employment equity
  • Do you know one day’s absence can cost you 3 days’ salary? Start proactively dealing with absenteeism today!
  • Make sure you resolve employee grievances before they turn into major CCMA or Labour Court disputes!
  • How to make the law work for you when it comes to overtime
  • Strikes can cripple your business – find out how to prevent them