What to do for Underperforming New Staff?

Not every new staff that you hire will end up staying in the company for long. What can you do for new staff that do not perform within the basic expectations?

1. Set up an appraisal meeting 

If at any time after setting up goals and performance standards, you realise that the new employee is not meeting expectations, immediately call for a meeting to analyse what needs to be done. Determine the causes: Does he/she know what is expected of him/her? Is it due to a lack of know-how? Do obstacles exist beyond his/her control? Once the issue has been identified, seek commitment from the employee to the goals and deadlines.

2. Hold a positive disciplinary meeting

Sometimes, the new employee may not show any improvement even after the cause of the lacklustre performance has been identified. It is then necessary to take a positive approach to discipline by analysing his behaviour and carrying out counselling and coaching to help guide him/her on the right track. It is important to review and brainstorm ways of helping the employee improve.

3. Document

It is advisable to keep a proper documentation of the disciplinary meeting in case there is no improvement in the performance of the new hire, prompting the need for stronger action. In addition, it will be useful to keep in mind the following for your record:
- Clearly stating the details of the meeting: Who, what, where, why, how
- Give suggestions and state goals and deadlines to achieve them
- List the consequences of failing to meet expectations, for instance “Failure to meet the target of 3 sales calls a week will result in a written warning”

4. Prepare for termination of employee

Unfortunately, not every employee who gets hired fits into the company. If the employee performance is still unsatisfactory, know your company policy and make the decision to terminate the employee. Help the employee realise that termination is painful for everyone and you and the company would like him/her to succeed and you wish him/her well.