This 2-day course on Managing Poor Performance will provide delegates with the skills necessary to manage an employee who is not performing to an acceptable standard. In short, it will give delegates the legal skills to manage poor performers either to an acceptable standard or out of the business. This course deals specifically with the process where the possibility exists that terminating the relationship is the only solution.
COMPETENCIES & SKILLS COVERED
Delivers through people – creates a positive team environment, persuades directly
Delivers through people – coaches and counsels, brings out the best in others
Delivers through people – managing and counselling subordinates in a way that encourages and motivates
CONTENT / OUTCOMES
KNOW
The role of discipline within the workplace context
The code of good practice on dismissal
What the concept of incapacity is
Why performance is so important to organisations
How the law deals with incapacity issues
What the CCMA is and how it approaches poor performance cases
What evidence is required to successfully defend a dismissal for poor performance
Problems and pitfalls relating to poor performance
DO
Co-ordinate and advise on incapacity related problems as well terminations
Manage the internal company process of dealing with a poor performer.
Stages of progressive corrective counselling
Counsel and assist employees who are having trouble attaining acceptable standards
Ensure that the correct standards of performance and levels of productivity are maintained in the organisation
FEEL
Confident in advising on poor performance cases.
Better equipped to initiate and co-ordinate a poor performance management process
Confident in counselling an employee who is performing poorly.
The course will include an additional 3 learning activities, which will facilitate the delegates understanding of the learning outcomes as well as assess their competence:
Learning Activity 3: Lecture and group discussion on Worksheet 2.
Learning Activity 4: 2 case studies of CCMA cases, ‘The Drinker’ & ‘Manic Depression’, will be used to assist delegates with their understanding of the procedural requirements of legislation.
Learning Activity 5: Role play ‘Nowell Fine vs Clever Ponds’
COMPREHENSIVE PROGRAMME
The Managing Poor Performance course is run over two days and is broken up into various sessions. By the end of the course the delegates will have a firm understanding of corrective progressive discipline within a workplace framework and a thorough grasp of how to manage an employee who is unable to reach the acceptable standards of performance as set by their superior.
Session 1: Introduction and Ice-Breaker
Session 1 will entail an introduction to the principles of managing an employee who is a poor performer. This session will provide an insight to the approach adopted by organisations with regards to the management of performance. It will also introduce delegates to the basic concept of why performance and the management of it is so important in organisations.
Understand what role the management of performance plays.
Understanding the role that incapacity and in particular poor performance plays in stunting business profitability and growth
Why it is important that businesses focus on getting their performance out of their human resources.
Discussion on Pre-work: Worksheet 1
Session 2: Understanding the basics
This session will assist delegates by enabling them to advise and council line managers on the fundamental principles of performance based counselling. It will provide delegates with a better feel for the need to be a coach as opposed to a policeman in any matters relating to poor performance. More than this an understanding of the basic principles in regard facilitation skills is provided. Delegates are also introduced to the Commission for Conciliation, Mediation and Arbitration.
Understanding company policies and procedures in regards to performance management
What is the Commission for Conciliation, Mediation and Arbitration (CCMA)
Basic counselling skills
Facilitation skills
What is the CCMA and what role does it play in poor performance management
Discussion on Pre work article ‘Understanding Poor Performance’
Session 3: Legal principles of managing poor performance
In this session the focus is on the legal duties that the company is required to discharge in managing a poor performer. In particular the legal process is explained. The learning objectives are:
Did the employee fail to achieve the standards
What are reasonable standards, what can the company require of employees
How do we establish whether an employee is a poor performer
What about attitude differences or inter-personal issues
Was the employee aware of the standards
What is reasonable counselling
Was the employee afforded a fair opportunity to reach the standards
Understanding different values of evidence
How to present various kinds of evidence
Guidelines for gathering evidence
Multiple Choice: Worksheet 2
Case studies: ‘The Drinker’ & ‘Manic Depression’
Session 4: Practical Arbitration Case ‘Nowell Fine vs Clever Ponders’
A key rule for understanding the legal process of managing poor performance is to practice. In this regard the course will allow delegates the opportunity to test their understanding of the legal criteria learnt and to gain arbitration presentation practice. The learning objectives are as follows:
Techniques for preparing arbitration cases material
Questioning and listening skills
Identifying where the strengths of your case lie and researching them
Modules Covered: Discipline and the Contract of Employment The Code of Good Practice on Dismissal How to Issue a Disciplinary Warning Pre-Disciplinary Hearing Procedures The [...]
This Basic Labour Relations online course will equip delegates with essential knowledge and skills to understand and implement good practices as guided by the Basic Conditions of [...]
Our online course, Chairing a Disciplinary Hearing, will equip delegates with the knowledge and skills to chair a disciplinary hearing fairly as set out by the Labour [...]
Our short course on Investigating & Preparing for Disciplinary Hearings will equip delegates with the knowledge to understand the correct procedures and requirements for fair and lawful [...]
To provide the best experiences, we use technologies like cookies to store and/or access device information. Consenting to these technologies will allow us to process data such as browsing behavior or unique IDs on this site. Not consenting or withdrawing consent, may adversely affect certain features and functions.
Functional
Always active
The technical storage or access is strictly necessary for the legitimate purpose of enabling the use of a specific service explicitly requested by the subscriber or user, or for the sole purpose of carrying out the transmission of a communication over an electronic communications network.
Preferences
The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user.
Statistics
The technical storage or access that is used exclusively for statistical purposes.The technical storage or access that is used exclusively for anonymous statistical purposes. Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.
Marketing
The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.
