One of your employees is OK at her job, but she often grumbles and can be a bit surly with customers. You’re not sure if these are misconduct issues or how to deal with the situation. So how should
you play it?
Published 12.07.2007
One of your employees is always moaning about something or other - their whingeing never stops. In fact, it’s getting so bad that their constant negativity is starting to disrupt the team. How do you
deal with this situation?
Published 29.08.2019
An employee just isn’t up to the job. Whilst you’d like to get shot of him, you don’t want to risk a claim. A colleague’s suggested introducing a capability procedure, but you don’t know what’s
involved. What elements should it include?
Published 24.03.2005
One of your employees is driving you to distraction. Whilst there’s no major problem that would justify you taking formal action, each week there’s a minor performance or misconduct issue. How should
you handle it?
Published 20.10.2017
Managers often worry about tackling poor performance - this in itself can lead to problems getting out of hand. But a simple, yet robust, employee improvement plan could make both of your lives that
much easier - how?
Published 21.10.2011
An employee has sometimes asked if they can “pop out quickly” to run a personal errand. At quiet times you don’t mind. But now they’re just leaving the premises without permission. Why must you stop
them doing this?
Published 23.02.2010
One of your employees is performing badly and all informal attempts to resolve the situation have failed. If you now go down the formal capability route, what’s a “reasonable timeframe” for a clear
improvement?
Published 31.10.2012
As long as you play by the rules, it’s quite possible to dismiss a poorly-perfoming probationer. But suppose that individual is also pregnant. Are you obliged to accept the situation simply because
she’s expecting?
Published 21.02.2012
A poor performer hasn’t responded to your informal request for a clear and immediate improvement. Your preferred solution would be to make them redundant and recruit a replacement. Is this approach
legally sound?
Published 09.03.2015
An employee’s performance has slipped and you’ve discussed the situation with them, clearly setting out what improvements you expect. You now need to set a date to review their performance - what’s
reasonable?
Published 22.12.2021