Managing Performance FAQ

Here you’ll find answers to some of the common questions asked about managing performance.

Visit the Managing Performance article for more information on this subject.

I have a staff member who is not performing. What should I do?

You should meet the employee and discuss the concerns, providing clear examples (do not wait for the PRD discussion to raise concerns).

If further guidance is required, please contact Employee Relations.

I have a staff member who (whilst generally competent) refuses to accept any constructive criticism and who has a number of areas where improvement is required. How do I approach them with their development needs?

Make sure that you are able to provide clear and specific examples of your concerns when you meet the employee.

If this does not resolve the difficulties, please contact Employee Relations, for advice.

I have a staff member who is not performing and I am concerned that they are not in the right job for their skills. What options do I have?

The first step is to discuss the concerns with the employee, using clear and specific examples.

If this does not resolve the difficulties, please contact Employee Relations, for advice.

I have a staff member who is not performing. Can we find another role for them elsewhere?

This isn’t the first step. Initially, meet the employee, discuss the concerns, using clear and specific examples.

If this doesn’t resolve the issues, please contact Employee Relations for advice.

I have a staff member who is struggling with their role. Can we move them to a lower graded role?

This isn’t the first step. Initially, meet the employee, discuss the concerns, using clear and specific examples.

If this doesn’t resolve the issues, please contact Employee Relations for advice.

I have a staff member who is accusing me of bullying them because I told them their work needs to improve. What should I do?

The manager has a responsibility to manage performance and firm, fair management does not equate to bullying. Meet the employee to discuss concerns.

If this doesn’t resolve the issues, please contact Employee Relations, for advice.

I have always had positive feedback in my PRD. My work has not deteriorated so why am I being told that I need to improve?

Changing job remits can mean that expectations change. Speak to your line manager about your concerns and what you need to do to meet the required standards.

PRD Guidance can be found on Learn NL.

I am unhappy with the outcome of my PRD discussion with my line manager. What should I do?

Speak to your line manager and ask for specific examples of where you need to improve and why.

PRD Guidance can be found on Learn NL.

Updated on 6th July 2021

Was this article helpful?

Yes No

Was this article helpful?

Related Articles