Poor Performance Nightmare?

Tired of the same clown underperforming?


If it’s not one thing, then it’s another!


They stay off work whenever they want, for stupid reasons. They do what they want. Worse, they don’t do what they should!


When you point out the rules, and what you expect, they suddenly play dumb. You hear stuff like ‘I didn’t know that was my job’. Really?!¬† It’s self explanatory. You also hear excuses like ‘It’s not my fault I didn’t do it…’. It can make your blood boil. What a nightmare.


Are you over it?


The frustration of dealing with them can do your head in. They are so unreliable, but can be so tricky when it comes to knowing their rights.


Whatever your nightmare, it’s important to keep a cool head. If you become so frustrated, that you run out of patience, it might feel like you just want them gone.


Don’t do it.


Employers must follow strict steps when they want to dismiss for poor performance. Do you know all the steps to avoid breaking the law?


If you take premature steps to dismiss for poor performance, or put someone on a PIP, when you’re not really in a position start one, you can just create more problems for yourself. They can get you for bullying, disadvantage and unfair dismissal. You’ll end up paying a slacker money just because you didn’t know all the steps. That’s no good!


That will burn a hole in your soul.


Fact: Most employers don’t know all the steps and rules


No matter the tactic or excuse they use, there comes a point when you can draw the line. The key is to draw the right line at the right time.


Depending on where you’re at with your nightmare employee, you might need to:


STEP 1: Do a performance review (Have you got a review process in your business? If not, I may have a free template I can share. Give me a buzz and I’ll send it to you)


STEP 2: Start an informal chat to correct things, and set expectations,  before things get worse. Keep records.


STEP 3: Move onto a Formal Performance Improvement plan (otherwise known as a PIP). Be sure to follow steps 1 and 2 before you start step 3. That’s a common mistake manager’s make.


STEP 4: And if none of that worked, then you can start a formal, PROGRESSIVE, disciplinary process.This is a 3 strikes and you’re out kinda process.


Yes, a bit of a process, like all things HR!


If you are unsure of where you’re at, or you’re dealing with a particularly cleaver nightmare employee, I’d recommend you give me a call.


I specialise in tricky people and their antics at work. If you need to make a slacker be gone, or shape up, its important to follow the right steps, carefully.


I can help you with that.


Call me if you need some help with your (tricky) poor performance nightmare.


Protect yourself by lowering the risk of a backlash, or threats of personal grievances. That can seriously cost you.


I help with all types of dismissals, and I specialise in poor performance, misconduct and medical/injury situations. Let me help you to confidently make the tough conversations easier.


Call me if you have a quick question, or to set up a free first meeting, to talk about your situation, in depth.


Maybe it’s the end of the road for your employee, but once we’ve dealt with it, it will be sweet dreams for you. Imagine that! All that time you spent managing the slacker, can be used somewhere else, like finding a conscientious replacement!


I can answer a quick question, or meet to discuss your situation, in depth.


Here are some areas I can help:


  • Performance basics – expectations, job descriptions, appraisals and 1:1 meetings¬†
  • Tailored PIP plans when all the talking is not working
  • Dealing with the games – ‘it’s not my job’ and personal drama’s
  • Stop delay tactics – deal with claims of stress, mental health and medical reasons they can’t meet
  • End of the road – knowing when and how to dismiss
  • Honest conversations – taking a ‘walk’ with the employee to have that chat to part ways – how honest an you be?
  • Deal with pushy, aggressive representatives


Do you have a question?


Call me on the number below or send me an email.

get in touch today.


Call Melony on 09 948 5163 or 022 475 2390

or send an email.


Restructuring a business can be a challenge as the whole process needs to be coordinated to ensure compliance to the ever evolving HR space. Melony provided a coordinated and structured approach. I really liked that she was timely about the delivery of agreed outcomes whether it was documentation or scheduling follow up meetings. Good outcome. No PG's lodged either during or after the process.

Steve, Senior Manager, 86 Employees

Melony is knowledgeable with Employment Law. Before calling her I felt unsure, but afterwards I felt confident. She structured everything, and resolved my employee problem. I would recommend her.

Ian, Supervisor, 7 employees

Melony did my redundancy. She was to the point, and I liked that most. She gave me confidence and a better understanding. She gave me a 'birds eye view' of all the drivers, and she guided me through the process. It was a fair outcome.

Kamlesh, Engineer/Manager, 11 employees

Our HR case was difficult. For Melony it was all in a day's work. She brought structure to the investigation, and not only did she make sure the process was followed, she made sure we knew the laws. Her clear understanding made sure we got a good result.

Karl, Senior Manager, 156 employees

Melony is a great help, someone that you can rely on when you really need her. Her time management skills means that although she has a lot on her plate she always has time to 'fit us in'. She took the bull by the horns on a recent HR issue we had. She did a lot of the background work for us and gathered the facts.

Bill, Business Owner, 34 employees

We had performance and discipline issues. Melony's service was professional, hassle free and there were no further issues from the staff member. She is methodical and can get the job done at the earliest possible time. I knew she would sort it out.

Lakhmi, Business Unit Manager, 67 Employees

Melony helped with my performance management process. She provided conscientious, detailed and helpful advice. She was available for support and consultation throughout. Afterwards I had a satisfactory outcome for my business and a good understanding of the process for dealing with similar issues in the future.

Nick, Business Owner, 8 employees

I would recommend Melony for her expertise, experience and approachable manner. She is helpful and always delivers on her promises.

Tony, Project Manager, 22 Employees