en

Services

Germany’s leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
Jobs

Our industry specialists will listen to your aspirations and share your story with Germany’s most prestigious organisations. Together, let’s write the next chapter of your career.

See all jobs
Services

Germany’s leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
About Robert Walters Germany

Kia ora. For us, recruitment is more than just a job. We understand that behind every opportunity is the chance to make a difference to people’s lives.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Germany.

Learn more

Managing poor performance

As a manager, you are responsible for the overall output of your team and how it impacts the wider business. This means that it is vital that any performance issues from your employees are addressed promptly and effectively to minimise the impact to the organisation.

We discuss how best to manage poor performance from your team and offer some tips on doing so.

 

Regular appraisals

When it becomes apparent that an employee is not performing to the standard required, it is important to identify the underlying causes for poor performance. Poor performance could be related to:

  • Lack of application to the role and tasks
  • Lack of capability/skills in general
  • Lack of capability due to illness or injury
  • Each of these situations will call for different remedial actions, thus emphasising the importance of correctly identifying the cause of poor performance.
  •  

But what happens when the usual performance management process breaks down and what steps should you take? Firstly identify the issue and secondly look at the causes of poor performance, only then you can decide what steps to take to improve the situation.

 

Identifying poor performance

In order to make a determination that an employee is not performing to an acceptable level, it is essential that some sort of performance measure/standard has been identified in advance and the employee has been informed of and understands what is required of them. There are a range of measurement tools you can use:

Detailed job description - to set out the outputs/outcomes of the role

Targets - the use of pre-set targets (common in a sales role) which are realistic and achievable can enable an employer to determine whether an employee is achieving the standard required of them

Firstly identify the issue and secondly look at the causes of poor performance, only then you can decide what steps to take to improve the situation.

Quality controls - may be useful where the provision of a quality service is essential, e.g., customer facing roles

Competency frameworks - which focus on the key behaviours that are required to achieve competent performance

 

What causes poor performance?

When it becomes apparent that an employee is not performing to the required standard, it is important to identify the underlying causes. Poor performance could be related to:

  • Lack of application to the role and tasks
  • Lack of capability/skills in general
  • Lack of capability due to illness or injury

 

Each of these situations will call for different remedial actions, emphasising the importance of correctly identifying the cause of poor performance.

 

Set clear targets

Have an informal meeting with the employee outlining the areas where their performance is in decline and agree goals/targets and a review date.

Review the performance at the review date and determine if there has been any improvement. If there has been an acceptably significant improvement, then no further action should be necessary. If there has been some improvement, then perhaps the employer could identify the areas where the employee needs further improvement and set a further review date.

If there has been no significant improvement, the employer may contemplate the use of the disciplinary/dismissal procedure. The appropriate penalty will vary with the relevant disciplinary procedure, but it is strongly recommended that dismissal for a first occurrence is inappropriate. To ensure fairness of dismissal in these circumstances, the employer must demonstrate that an employee was given sufficient opportunity to improve.

For more advice, read our expert tips for effectively managing your staff.

 

Share this article

Related content

Submit a Vacancy
Salary Survey
Hiring Advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View All

How to effectively manage your staff remotely

Working from home or remote working is a top career aspiration for employees in Germany when searching for a new job opportunity. With the rise of remote working, businesses need to ensure that their managers and team-leads are well geared up to ensure successful remote management that drives produc

Read More

Managing poor performance

As a manager, you are responsible for the overall output of your team and how it impacts the wider business. This means that it is vital that any performance issues from your employees are addressed promptly and effectively to minimise the impact to the organisation. We discuss how best to manage po

Read More

Optimising employee retention through data-based strategies

28/04/2023 – At our last HR Business Breakfast in Frankfurt am Main, Robin Zugehör, Commercial Director DACH at LutherOne, and Alessa Kinna, Senior Consultant Sales & Marketing at Robert Walters, shared practical approaches on how to attract qualified employees and retain them in the long term. How

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.