– Best Practice guide – Managing underperformance

Working at best practice

Employers who work at best practice benefit from motivated staff that are performing at their best. These employers also understand that when issues concerning underperformance are not addressed and managed both appropriately and sensitively, it can lead to unhealthy and unproductive outcomes that may affect the entire workplace.
This Best Practice Guide helps explain what is meant by underperformance and why this happens. It sets out an easy to follow five-step plan to help employers and employees address and manage issues about underperformance.
There is also a checklist to assist best practice employers.
This guide illustrates best practice when it comes to managing underperformance. For specific information regarding your minimum legal obligations, contact the organisations listed under the ‘For more information’ section at the end of this guide.
Why work at best practice?

Establishing effective performance management systems can have significant benefits for your business, as it can lead to happier, more motivated and better performing employees. Reviewing, refining and implementing performance management systems are ways of helping achieve these significant benefits.
What is underperformance?

Underperformance or poor performance can be exhibited in the following ways:
· unsatisfactory work performance, that is, a failure to perform the duties of the position or to perform them to the standard required
· non-compliance with workplace policies, rules or procedures
· unacceptable behaviour in the workplace
· disruptive or negative behaviour that impacts on co-workers.
Underperformance is not the same as misconduct. Misconduct is very serious behaviour such as theft or assault which may warrant instant dismissal. In cases of misconduct employers should seek