A Guide to Manage Performance of Workers
When dealing with performance of workers, here’s a simple approach:
1. Set Performance Agreement:
Clear goals and work delivery as a basis are defined for delivery and improvement in the form of agreement between supervisor and worker in both verbal and non verbal format. If need be, Human Resource Department is included
2. Support:
Supervising officers offers resources, training, or guidance if needed and based on an agreed time limit and number of times of guidance is provided for the worker to learn up. This is especially important when the performance gap versus delivery by the worker is big. Also in the event the worker is unable to match, it is crucial to re negotiate and/or revised work productivity agreement to revised remuneration package based on capability as an option.
3. Monitor:
Supervising Officer must regularly track progress and offer feedback. For probation staffs, this can be done on monthly basis instead of only doing it when confirmation is due so that course correction and alignment is ongoing between the Supervising Officer and the worker. When the performance delivery is not meeting the target and further fall below the minimum acceptable standard, Supervising Officer must step in to review, manage and counsel the workers with a proposed action plan by the worker to catch up.
4. Positive Reinforcement and reward:
In the even the workers are on track, it is also important to acknowledge and reward improvements. Reward could be small incentive as drinks or chocolates or even acknowledgment note or card.
5. Consequences:
If performance doesn’t improve, discuss consequences. If no further improvement, Supervising Officer to provide Performance Improvement Plan with timeline and in the event, performance is still not up to minimum standard, the Supervising Officer will have to issue Warning Letter which ultimately leading to Termination if there is no progress.
In the world of business, the need to terminate staff members may arise due to various reasons. However, it is crucial for employers in Malaysia to conduct these proceedings in a professional and lawful manner. This article provides a guide to properly terminating staff while adhering to the Employment Act 1955 and maintaining a respectful approach throughout the process.
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