Frequently Asked Questions
PERFORMANCE MANAGEMENT FOR EMPLOYEES
Even when we try our best at our jobs, no one is perfect 100% of the time. Sometimes we might make a mistake or two in our work because we’re overburdened or overtired. Personal circumstances can also weigh heavy on our minds, and can mean that we are not always as focused when we need to be. In fact, you may have a physical or mental condition that is affecting your ability to do your job.
Sometimes, it’s not your fault at all: perhaps you were performing quite well but your employer decided to implement new technology or changed the nature of your duties. Or perhaps you have a new manager that has decided, for one reason or another, that the work you have always done is suddenly unacceptable.
Your employer is entitled to expect that you do your job properly, but they cannot impose unreasonable expectations or penalize you arbitrarily. That said, it is important to remember, as we discuss in other places, that generally speaking, you can be let go at any time, for almost any reason, so long as you are provided with notice or compensation.
If an employer is concerned that an employee is not meeting expectations, they have options available. While they can end the relationship right away, many employers know that that is an expensive proposition, and that employees are likely to come back with a claim for wrongful dismissal. Instead, employers will often attempt performance management, such as a performance improvement plan, in order to get things back on track.
While employers are allowed to implement performance management, it does not mean that they always do it right. If an employer is acting in bad faith, or is setting you up to fail, then there may be serious consequences for their attempts to ‘manage’ your performance.
We frequently assist employees who are subject to performance management, and wanted to answer some of your most frequently asked questions: