Moving to dismissal
If, after all the encouragement and training, the employee still hasn’t made the grade then consider giving them an alternative job, more inline with their capabilities. If alternatives are not available then dismissal may be the only option. Before taking this step explain the situation to the employee and the consequences of their failure. It can sometimes spur people on when they see the abyss.
At this stage it is time to commence the formal company disciplinary process of verbal, written and final written warnings prior to dismissal. Alternatively this process could be started right at the beginning, along with the training, but be sure you give the employee a fair and reasonable chance to improve their performance without the threat of dismissal.
Although time consuming, and an apparent waste of time if the employee is plainly not going to make it, this process demonstrates how reasonable you have been as an employer. It also ensures you meet all your employer requirements should tribunal be involved (see our Tribunals articles). Your discipline meetings will record the failures and the action taken to assist improvement.
Where an individual is failing in a new job role they have taken as a result of their old job changing or going, consider treating the matter as redundancy. This too needs to be done properly but is usually quicker and easier than managing a capability and conduct issue, although it can cost more as a redundancy settlement is needed.
If someone has made a single extremely serious error it may be appropriate to move straight to a final warning or dismissal but this must be clearly explained in, and handled in accordance with, company procedures.
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For advice or coaching in addressing staff performance or dismissal, contact us using the form to the right, or email info@mgarnerconsulting.co.uk or ring us on 0800 242 5287.