Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
[telephone_number] => (01233) 653500
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[city_county] => Kent TN23 1DQ
[country] => United Kingdom
[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
[webshop] => http://www.indicator-flm.co.uk
[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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[emailcs] => customer.services@indicator-flm.co.uk
[fax_number] => (01233) 647100
[street_number] => 39-41
[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
[company_name] => Indicator - FL Memo Ltd
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Search - Tips & Advice Business Database
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?
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?
Acas has updated its guidance on how to deal with workplace disciplinary and grievance issues. One new development is the introduction of improvement notes. What are these and when should they be
used?
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?
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?
You’ve noticed a decline in the performance of one of your older workers who is 67 years old. Forced retirement is no longer an option, so how can you resolve this problem and stay on the right side
of the law?
You need to discuss an employee’s poor performance and intend to arrange a meeting for this purpose. Do they have a right to be accompanied by a workplace companion at this meeting?
A subscriber has a manager who just isn’t pulling his weight and it’s now causing resentment amongst his team. He’s a popular employee, but with a big project about to start, how should they best
deal with him?
It’s come to your attention that an employee isn’t carrying out some tasks that they’re required to do. This needs to be dealt with quickly, but is it a capability or conduct issue? How can you tell?
One of your managers is a good performer but her people management skills are poor. Should you just accept this, or are there risks in not taking action? If so, what are they and what should you
respond?