"Managed out" and the notice period.

[bull996]

A collegue of mine (he is also a buyer)has just had his 6 monthly review (he has been here 3 years) and has been told that he will be put on a performance programme from the 1st September as they are not happy with his performance. They said they feel he is not pushing himself to full capability, although his ability is not in doubt, and want to see an improvement. They know he can do the job very well, just that he is not. Or more accuratly, the higher management do not think he is putting enough effort in, while the rest of his team think he is OK. They said that he would probably be fine in any other team in the company, but his particular team have higher standards.

Anyway, we all know that when you go on one of these "performance programmes" they are managing that person out.

The question is this. If, after the "performance programme" they decide to terminate his employment, will they still have to give him a 3 months notice period, or is it a bit like gross misconduct, where you are out and thats that?

[edc]

Your notice period runs from the date you are given notice. This will typically be at the last stage/meeting of the 3-step process.

I would suggest your collague gets some measurable goals and objectives and asks for any support required.

This type of process is a requirement to dismiss people on performance/capability grounds.

What you will often find though that the perception of the process is completely different when looked at from the other side of the coin.

[Keep it stiff]

An employer requires a robust case to dismiss on the basis of performance. As the previous respondent said, it's important to use this process to agree realistic objectives and assessments, the key to this is that the employer must be reasonable. This also works as a two way street as it provides the opportunity for the employee to seek the reasonable support of the employer, for example in helping to remove obstacles they may be hindering the employees performance or by responding to the employee's request additional tools such as training.

Also important that both the employee and the employer keep written records of meetings/conversations, progress, actions etc. If the performance period is managed correctly there is every opportunity that it will work to the advantage of the employer and the employee.