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• #BREACH AND CLEAR DEADLINE SCRAP NOT SHOWING HOW TO#

The employer should tell the employee what the meeting is about and ask them if they want to bring a support person along. If an employee underperforms, then as a first step it's a good idea to arrange a private meeting for the employee and employer to discuss the situation. Addressing underperformanceīefore taking steps to manage underperformance, employers should consider if there are any rules they need to follow under their award or registered agreement, a contract of employment or a workplace policy.

It can also help prevent employees feeling they’ve been treated unfairly if an issue does come up. Employers should also make sure they keep the policy up to date and apply it consistently in the workplace.Ī policy can help to make clear what the employer’s and employees’ expectations and responsibilities are and what can happen if underperformance occurs. The policy should outline what underperformance is, how underperformance will be managed and the possible consequences of underperformance. encouraging employees to talk to a manager or employer if they have any questions or concerns.Įmployers should consider creating and sharing with employees a written performance management policy.having regular performance reviews to outline expectations from the beginning.addressing any issues as soon as possible.listing behavioural and outcome expectations in position descriptions.Steps that employers can take to help prevent underperformance include: The best way to manage underperformance is to make sure it doesn't happen in the first place.

#BREACH AND CLEAR DEADLINE SCRAP NOT SHOWING HOW TO#