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[Stephen.freiberg]

Originally Posted by FionaH

What is your opinion?

Does underperformance warrant instant dismissal?

NO i would not

Should an underperformer be given warngins and threatened with dismissal?

A process I would use:
1. Outline why they are there in no uncertain terms(closed statement)
2. Ask if they have any reasons for this behaviour or is they any underlying issues (open statement ( often forgotten and may see another tack of approach needed if serious personal issues etc)
3. If there is address the underlying issues first
4. Address the persons underperformance in no uncertain terms, tell them of what the worst case scenario is(closed statement)
5. Ask if they understand where they have underperformed and what they think they can do to improve (open statement)
6. Allocate any reprimand(closed statement)
7. Reconfirm their goals and ask if they have any questions (open statement)
8. Tell them that this has been documented in the personnel file (closed statement)
9. Leave them on a positive note and remind them that if they have any questions or concerns to come and see you. (closed statement)

As an employer, should you support an underperformer to assist them reach the level of expected performance?

Treat as above, and yes.... assist everyone, show some loyalty( good for turnover) as it will pay you back plus your workforce will watch/judge you. This said, I would not let them get away free and keep records, if it goes against company policy and is serious enough initiate termination, if not three strikes using escalation of reprimand.
I'm interested to hear thoughts and opinoins on these matters. Obviously it relates to the underperformance issue.

Hope this helps

To me, instant dismissal would only be warranted if an issues caused dramatic loss or damage to the business. If it was something minor then I would implore the warning system and I guess if I thought the employee was worth it, I would support them to help them grow!

Hope this helps ,

Regards,

Steve