Prevented from managing performance?

Many of the problems we deal with on our telephone advice service are really to do with performance management. Often it’s not put that way.

The issue raised at the start of the conversation might be: –

  • complaints about bullying
  • problems in managing maternity leave (“the maternity cover is better than the original employee”)
  • redundancy (selection)
  • discrimination problems

Often it turns out someone has not been doing their job properly (sometimes for a long time).

When we talk to employees within teams, they often say “management don’t tackle poor performance early enough or clearly enough”

But the managers say “employment law stops us”.

How did we get to a place where managers feel it is illegal for them to manage performance?  Does the law really have that effect?

What is it that makes people feel so powerless?  If you are struggling with managing your team (or an individual) and thinking  “If employment law didn’t exist, I’d ………………”

Start solving your problem – talk to us today.  Combining performance management with employment law and clear communication can save you time and money from the start.

About the Author Annabel Kaye

We founded Irenicon in 1980 to help employers make employment law work for them. We were always a mixed disciplinary practice – something quite revolutionary at the time. Over the years we have worked with some wonderful organisations, pushing the boundaries of how employment law can really be made to work without restricting the flow of the organisation.

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