Managing practice

Managing poor performance - Informal action

This is action you undertake to ensure that you:

• tell the worker what aspect of their work you are concerned about
• tell the worker why you are concerned
• tell the worker what would be acceptable work
• discuss the reasons for the worker's behaviour
• agree how and by when the worker improves
• agree how you will help the worker to make the changes required

This framework is meant to help you give a clear message in a wide range of circumstances, including conduct at work and professional standards. Bear in mind that you may be dealing with a worker

• who has no idea of the impact of their behaviour or of the standard required;
• undertaking work they have not been adequately prepared or provided for
• experiencing stress or distress outside of or inside work.

A supervision session may be the appropriate place to raise these issues, where you have the benefit of setting your concerns in a formalised context of supporting the worker to do their best without being overly heavy -handed. Supervision allows you to record in writing that you have raised a concern without creating anxiety and ambiguity about whether this constitutes a 'formal written warning'.

However, you will have to use your judgement, about the worker, the behaviour and your own style of management to decide how best to have this first conversation. It may be more effective to have a chat in the car. Wherever you talk, you need to be polite, clear about your concerns and expectations and helpful.