Underperfomance

When someone isn’t succeeding in their role, it’s important to act early and follow a fair, structured process. 💭

If performance reviews show that someone is consistently underperforming, the next step is to initiate a performance improvement plan. That starts with clarity. Clearly document the expectations of the role, aligned to the position description, KPIs or objectives. Just as importantly, set out how you’ll support that person to succeed.

That plan should be formally introduced in writing, including what success looks like and what the consequences are if performance doesn’t improve. Regular feedback matters here. Weekly check-ins work best, giving people the chance to understand how they’re tracking and to correct course quickly.

If, after a reasonable period, performance remains inconsistent, that’s when the process may move into a disciplinary phase. The employee must be given an opportunity to respond, and any warning issued needs to be fair, reasonable and well supported. From there, monitoring continues.

The key is not skipping steps. Performance management is a process over time, and following it properly protects both the organisation and the individual.

If you’re navigating underperformance and want support getting the process right, DM me anytime. I’m happy to help. 😊

✉️ lisa@peopleassociates.nz

📞 027 573 5483

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