July 6, 2020
Data Protection – the Return to Work Safely Protocol
When the Return to Work Safely Protocol was published in May, we outlined the main considerations for employers. You can read this piece here. In this piece, we outlined that...
Performance Management for Employers
Performance management is widely used to ‘raise the bar’ on how employees are carrying out their roles, with the ultimate aim of contributing to the overall goals of the business or organisation. The idea being that if all staff are performing to the standard required of their roles, the organisation is more likely to succeed.
An effective programme of performance management can help to:
Implementing such a programme requires expertise in HR law and also psychology, as understanding the factors which motivate and demoralise will help any organisation to develop a team of confident and high performing individuals.
PIPs are commonly used as a mechanism to assist specific employees who are falling below the necessary standards required of them. While not legally required, if used in a positive, open, honest, and fair manner, PIPs can be truly effective in turning around genuine employee issues.
A PIP is essentially a document which outlines the changes in performance required, dates for regular review meetings with the employee’s line manager, how improvements can be achieved, and progress made.
Performance management should not be used as a disciplinary tool; however, should the employee continue to fall below the reasonable standard set, a formal disciplinary process may then follow.
At any point during a PIP review, if the employee feels the standard they are being held to is excessive, this should be noted within the PIP document.
PIPs are not legally required, but they do provide a method to resolve issues of poor performance other than proceeding down the disciplinary route. It is therefore important before entering into a disciplinary process, to determine whether a PIP is warranted as a first stage. Or whether the matter is one which should be handled as a disciplinary matter immediately. And if a PIP is used, it is vital to convey to the employee that it is not a vehicle to being removed from their role; it is a genuine opportunity to resolve a problem which cannot be allowed to continue, and their employer is committed to assisting in that resolution process.
If you have encountered performance issues which do require attention, but you are unsure of the best approach, seek professional advice from an experienced employment law Solicitor. Lavelle Partners will assist you in determining the best way forward using the latest legal insights and can help you to manage the process with the minimum of demand on your resources.
Lavelle Partners work with Talbot Pierce to provide a seamless service in respect of Human Resource Management. Talbot Pierce are a team of specialist HR professionals who work with us on a range of matters including advice on and delivery of conflict/dispute resolution solutions, best-practice HR strategies, policies and procedures.
For further information on workplace performance management in Ireland, please contact Lavelle Partners in confidence on (01) 644 5800.
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