Ireland—How to manage under-performing employees
Published by a Lexis+ Ireland - Employment expert
Practice notesIreland—How to manage under-performing employees
Published by a Lexis+ Ireland - Employment expert
Practice notes
This guide sets out how to manage under-performance in the workplace. It considers, in particular, the possible reasons for under-performance, the responsibilities of a manager, ways of motivating under-performers and pitfalls to be aware of, and outlines a formal performance process.
Why an employer should tackle under-performance
There is (at common law) an implied warranty that an employee is competent to perform the work for which they have been employed.
The obvious problem with under-performance is that the employee concerned is not performing the work the employer needs them to do, or is not performing it competently. However, it can also cause a serious drain on management time and also have a knock-on effect on other employees, in that:
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colleagues may have to spend time doing the under-performing employee’s work in addition to their own, or double-checking it to avoid mistakes being made
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the focus on an under-performing employee may leave high-performing employees feeling ignored or unappreciated, this may lead to them becoming less motivated and lowering their own performance, or deciding to leave and go somewhere
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