Timekeeping problems and how to handle them
It may be necessary to invoke the disciplinary procedure if you are faced with persistent lateness and informal warnings are not effective. It is possible to receive successive oral warnings, written warnings, and a final written warning if timekeeping does not improve. The final warning will not be sufficient and disciplinary action will have to be taken, which may lead to dismissal in serious cases. When you give a final warning about the importance of improving timekeeping by a particular date, it raises the problem of time limits.
It might be assumed that the disciplinary procedure starts over from scratch if timekeeping deteriorates again by that date. If it improves by that date, the slate might be wiped clean and the process starts from scratch. In general, it is not possible for some people to keep up with their efforts to get to work on time for a long, and deterioration often occurs. Would you have to go through the warning cycle again and again in these circumstances?
A final warning period shouldn’t have an end date, since that implies a ‘wipe the slate clean’ approach, which should be avoided. It would be more appropriate if the warning stated that timekeeping performance would be reviewed at a preset time. It may be necessary to take disciplinary action if the situation has not improved.
Regardless of whether it has occurred, no action will be taken, but the employee is warned that further deterioration will result in disciplinary action, which may speed up the normal process, for example, by reducing the elapsed time between the warning and the review date by only using the final warning stage. You can initiate disciplinary action if poor timekeeping persists and you say ‘enough is enough.
Underperformers: How to deal with them
It is possible that someone on your team is underperforming. Could you do something about it if that’s the case? There are four fundamental steps involved in solving a problem: identifying the problem, understanding the cause, deciding on a remedy, and putting the remedy into action.
It is possible for someone to perform poorly, but it can also be caused by poor leadership or problems in the system of work. Individuals may not be able to do something because they lack ability, knowledge, or skill, or they may not want to do it because of their attitude. They may not understand what is expected.
People can perform poorly if managers do not provide adequate leadership. Management is responsible for specifying the results expected and the levels of skill and competence required. It is most likely that a manager is to blame when people are not clear about what they are supposed to do. The system of work can also affect performance. Individuals cannot be held responsible for poor performance if this is poorly planned and organized.
Management must take responsibility for this and rectify it. You can deal with underperformers in seven steps if they cannot be attributed to poor leadership or the work environment:
Underperformance management in seven steps
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Be specific in identifying areas for improvement.
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Analyze the reasons for poor performance.
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Identify the action that needs to be taken.
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To ensure the success of the action, ensure the necessary support is provided (coaching, training, extra resources, etc.).
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Make sure progress is being monitored and feedback is being provided.
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In case additional guidance is needed, provide it.
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Start with an informal warning and then invoke the capability or disciplinary procedure.
Handling Poor Timekeeping and Under-performers. Photo Credit – Pexels
Originally posted 2022-12-08 04:10:52.