Purpose

Poor performance can result from many causes, for example:

• inability to manage perception or pressure

• failure to prioritise

• lack of skill, knowledge, or motivation

• conflict of personalities or styles

• over-promotion (often termed ‘the Peter Principle’), where the person is actually out of his or her depth

• lack of resources, support, or co-operation from others

• change in performance management systems or processes

Given the cost of recruitment, it is always worth trying to help an individual to move from poor to acceptable performance. So effective management of performance—particularly poor performance—is crucial. This actionlist explores some of the ways in which performance issues can be addressed.

Benefits

Action list providing instant and helpful guidelines.

Related Solutions

Audience

For managers at all levels

Learning method

Management checklist, answers to FAQs, common traps, and suggested action plans.

Time to Complete

Length

Pages

Participants

Price

(inc. VAT)