by Sammy Stein

Created on: December 16, 2009   Last Updated: December 30, 2009

Poor performance from an employee can be for a variety of reasons. Are they in the wrong role? Are they unqualified or in need of training or are they simply lazy?

An employee with a poor performance record can be seen as a liability but before you fire them, you need to review the situation clearly so you know exactly where the fault lies.

Arrange a meeting first with the department managers or direct line manager of the employee and go through their duties as you understand them. Highlight areas where you feel they are under performing and make sure the line manager agrees. Make sure you understand realistic expectations given the tools the employee has regarding training, assistance to do the job or guidance and see how the areas might be better improved. This way, you can target specific areas and issues and perhaps avoid firing the employee if things can be put right. Also add some areas where you feel they are doing well so these can be discussed too. Sometimes job re-evaluation is far more productive than simply firing someone you have invested in.

Then arrange a review with the employee. Explain that there are certain areas you need to discuss and ask also for their feed back on how they feel they are doing. Ask them for their strengths so you can discuss these too.At this stage make it a two way discussion as this will allow the employee to add any concerns or worries they have about their role - it may be the review is enough to help them perform better. 

Start the meeting with a job overview and state their role and what is expected. Make sure they understand this. Even though you will have given a contract at the start it is good to check they are clear on their role. Talk about some positives and then clearly go through their role in the company and what is expected. Make sure they are clear. Then highlight the areas in which you feel they are under performing and ask them why. Ask them how they will improve. At the end of the meeting you should both have clear ideas of areas to work on and how the employee can be equipped to do so.

If they show no interest and refuse to listen, issue a verbal warning. Explain clearly your company's disciplinary and firing procedures and write them down with dated signatures from both sides. This will protect you and help if the employee later says they were not guided or given any warning. Usually there are company policies given when the employee starts but re-iterating them often helps. Sometimes,

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