Hi All,
I have to send email to some of the employees who in spite of being warned regarding their performance have not shown any kind of improvement. stating that they have to improve their performance with in a particular time frame or else they would be fired on poor performance basis.
Simultaneously, it should not be too harsh.
Regards,
Shikha Godiyal
From Canada, Toronto
5I have to send email to some of the employees who in spite of being warned regarding their performance have not shown any kind of improvement. stating that they have to improve their performance with in a particular time frame or else they would be fired on poor performance basis.
Simultaneously, it should not be too harsh.
Regards,
Shikha Godiyal
From Canada, Toronto
Dear Shikha
How were the earlier warnings carried out? Hopefully not via the emails too?!
Warnings should be conducted via face to face meeting, properly documented and counter-signed by both employee and HR Mgr/direct superior of staff.
Did the company conduct an investigation to find out the reasons for the poor performance? After the warnings, did the company try to close the performance gaps e.g. training & development?
Warnings should not be harsh but it should be firm, fair and consistent in administration. If after all the due diligence have been done, and the employee still has poor performance, dismissal should be the next course of action before it becomes a morale issue.
Autumn Jane
From Singapore, Singapore
How were the earlier warnings carried out? Hopefully not via the emails too?!
Warnings should be conducted via face to face meeting, properly documented and counter-signed by both employee and HR Mgr/direct superior of staff.
Did the company conduct an investigation to find out the reasons for the poor performance? After the warnings, did the company try to close the performance gaps e.g. training & development?
Warnings should not be harsh but it should be firm, fair and consistent in administration. If after all the due diligence have been done, and the employee still has poor performance, dismissal should be the next course of action before it becomes a morale issue.
Autumn Jane
From Singapore, Singapore
Giving and Receiving Feedback by Seniors or Immediate Superiors or Department Heads should be a structured, organised and systematic procedure at regular intervals. There is a separate training module on the Art of Giving and Receiving Feedback. I dont know whether in your organisation, senior management personnel get to know what lead the employees to perform poorly. This kind of feedback is essential before even issuing warning letters... The reasons could be many, may be the work enviornment, rules, regulations, market situation, business environment and so on.
Before taking any punitive action, better to find out from the employees concerned from a face-to-face dialogue or conversation.
Best wishes
From India
Before taking any punitive action, better to find out from the employees concerned from a face-to-face dialogue or conversation.
Best wishes
From India
Dear friend
I think the procedure of the Performance appraisal is existing in your organization. If so, you have to follow the performance appraisal procedures in regard to the employees who are not working up to the mark. In the first instance, you please identify the draw backs and deficiencies of the employees, and communicate the same in detail to the concerned employees with a request to rectify the same within 6 months. After observing their work for a period of 6 months or one year, you please review the performance of the employees. Even then they have not rectified and continue to show poor performance, then you initiate action for removing them from service after giving a show cause Notice and obtaining a written explanation from them, in order to meet the natural justice to avoid further legal problems.
Suri Babu Komakula
From Canada, Calgary
I think the procedure of the Performance appraisal is existing in your organization. If so, you have to follow the performance appraisal procedures in regard to the employees who are not working up to the mark. In the first instance, you please identify the draw backs and deficiencies of the employees, and communicate the same in detail to the concerned employees with a request to rectify the same within 6 months. After observing their work for a period of 6 months or one year, you please review the performance of the employees. Even then they have not rectified and continue to show poor performance, then you initiate action for removing them from service after giving a show cause Notice and obtaining a written explanation from them, in order to meet the natural justice to avoid further legal problems.
Suri Babu Komakula
From Canada, Calgary
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