Darren Newman discusses some common challenges when managing poor performance including: providing negative feedback constructively; identifying and acting on barriers to success; and progressing through a process when feedback does not work.
Practical guidance on managing an employee who goes on sickness absence while subject to a performance improvement plan (PIP), including dealing with short-term and long-term sickness absence; absence that is related to the performance management procedure; and when it may be appropriate to consider a settlement agreement.
A model letter following a stage 1 formal performance management meeting to inform an employee that they have successfully completed an improvement programme and that no further action is required.
A model letter following a stage 3 formal performance management meeting to inform an employee that they have successfully completed an improvement programme and that no further action is required.