Employee isn't doing their job properly

How to discuss performance management

Details of the specific issues you want to resolve.
A clear idea of your expectations for your employee and the role they’re performing.
Information about performance in the workplace.

1. Identify the problems and your expectations

Before you speak to the employee you should write down the issues you’ve identified.
Be clear about what expectations you have of your employee and the role they’re performing.

2. Meet with the employee

Organise a meeting with your employee to discuss the problem. You should let the employee know in advance and allow them to bring a support person.
Prepare for the discussion. Our online courses can help you prepare for difficult conversations.
Remember that this may be a stressful time for your employee and you should focus on the issues rather than the individual.
In the meeting, you should clearly outline your expectations about their performance or behaviour at work, and your concerns, and allow the employee to respond to them.
In some cases of serious or ongoing underperformance, you may need to issue a warning to your employee. You can use our Warning letter template.

3. Work through a solution

During the meeting, you and your employee should come up with a solution to the issues raised.
Possible solutions can include:
- extra work-related training
- ongoing performance management or meetings
- redeployment to another area of the business.
Make sure you and your employee have a clear understanding of what your expectations are and the next steps you’ve agreed to. You should follow up the meeting with this information in writing in an email or letter to the employee and give them an opportunity to respond in case there’s been a misunderstanding.
At the end of the meeting, schedule a follow up meeting so you can track and discuss the employee’s progress.

4. Follow up with the employee

It’s important to follow up with the employee later or on a regular basis if needed.
Follow up meetings are an opportunity to talk about the employee’s progress and identify any other opportunities.