Some of the most difficult management issues facing small employers are those related to persistent low-level under-performance or misconduct.
The risks of not dealing with them in a timely manner are:
- Your other staff members may become resentful if they have to make up for their colleague's shortcomings or if they are on the
receiving end of bad behaviour
- Business may suffer through low productivity and/or quality from the individual
- Other staff members may also reduce their output if they see that you are not dealing appropriately with under-performance
- Your customers may take their business elsewhere if they experience poor service
However, dealing with poor performance or misconduct can be very stressful and time-consuming for managers. It is very easy to get it wrong
resulting in potential constructive dismissal claims or staff morale problems.
Grievances
Do you know what a grievance looks like? If you fail to follow statutory grievance procedures the amount of compensation a tribunal may
force you to pay to a disgruntled employee would be increased and your defence would be significantly weakened. Increasingly tribunals are
finding that resignation letters containing expressions of dissatisfaction should trigger the start of the grievance procedure.
To find out more about dealing with disciplinary and grievance issues contact us.
