HR solutions for poor performance

Four-fifths (79%) of the HR practitioners contacted by IRS said their organisation had taken steps to deal with poor performance in the past 12 months – with many having adopted a number of approaches simultaneously (see chart, left).

Nearly nine out of 10 (86%) had stepped up communications to explain more clearly to employees what was expected of them, while seven out of 10 (71%) had tried to improve the people skills of line managers, or stepped up training for all employees (69%).

More than half (59%) had overhauled their performance management system, and one in three (35%) said they were now quicker to use their capability procedure.

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HR practitioners judged the most effective solutions to have been improvements to line managers’ people skills (23%), better communications (21%), and swifter formal interventions (13%).