If 2015 saw some of your staff underperform, fall short of communicated targets or generally fail to meet your behavioural expectations,...
Policies, Procedures & SafeguardsJuly 19, 2016
Having an employee who tries their hardest to liven up the workplace is not necessarily a bad thing. They may be helpful when it comes to reducing co-workers’ stress, and boosting employee morale. Sometimes, however, they can be extremely distracting, causing their colleagues to drift off track.
‘The workplace clown’, as this person can be referred to, becomes a problem when they continually upset the normal workplace flow, and staff are struggling to get their work done. It is times like this they can actually cause more tension than relief.
It is easy to become frustrated when dealing with an employee who does not seem to take their role seriously, however, communication will be your most effective tool and your best chance at curbing the behaviour before it becomes a problem. Chatting to your employee and explaining the impact their behaviour can have on others is the best approach, and you are well within your rights to request their actions are toned down to not distract others.
Sometimes, however, you may need to take further action. If the employee is not achieving key performance indicators, or meeting the requirements of their roles, then you also need to discuss this with them and perhaps place them on a performance improvement plan (PIP).
A PIP is where the employee is briefed on the aspects of their behaviour or performance that needs improvement, providing them with the opportunity to improve, learn and develop.
If you decide to place your employee on a PIP, you must ensure you follow a fair process. To assist, we have summarised some key elements below.
Employsure helps employers develop holistic approaches to managing their staff. If you have any questions relating to your employees, contact Employsure on 1300 651 415. Our team of specialists can assist with any questions you may have regarding difficult employees or performance management.