The good news? You can deal with it — fairly, confidently, and legally. Here’s how:

✅ Start with a constructive, informal chat
Don’t jump to conclusions. Talk to the employee, explain what’s not working, and listen. They may not even realise there’s a problem — or they may be facing challenges outside of work.

✅ Agree on a clear plan
Set out what needs to improve, what support you’ll offer (training, mentoring, adjusted targets), and agree on a review timeline. Clear expectations = clear accountability.

✅ Know your policies inside out
If you escalate things, you must follow your company’s capability procedures. Skipping steps or being inconsistent can leave you open to legal claims — and nobody wants that.

✅ When things don’t improve, go formal
Invite the employee to a capability hearing — correctly and legally. Let them bring someone with them and make sure your documentation is on point. If in doubt, get expert help (that’s where we come in)

✅ Explore the why
Is there a reason behind the poor performance? Health issues, personal pressures, or even workplace bullying? Get the full picture before taking further action.

✅ Support, warn, and document
If you issue a capability warning, confirm it in writing. Detail the support you’ll provide, the expectations, the review timeline — and always offer the right to appeal.

✅ Keep the process going
Hold regular reviews. If there’s no improvement, you may need to issue further warnings — and eventually consider dismissal. But by this stage, you’ll have done everything fairly and by the book.

🎯 Want to make sure you're getting this right? Visit us at Stand B951 for expert HR advice that will help you manage performance with confidence — and without putting your business at risk.