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Performance management

Underperforming employees can either be a case of can’t cook or won’t cook. If they can perform but won’t, you may need to go down the disciplinary route; if they can’t perform, you’re dealing with a performance management issue.

Managing poor performance can be a lengthy process, as you cannot dismiss somebody straightaway. If you don’t have the time or expertise, our Employment Law and HR specialists can help.

Helping you with

Take the pressure out of performance management

When it comes to performance management, the onus is on the employer to help an employee improve. This means putting a plan in place, setting clear targets and providing support to help them get where they need to be. This is a large undertaking for time-poor managers.

With our fixed-fee Employment Law and HR support, you can offload this burden with help from highly-qualified professionals.

Engaged employees, working towards collective company goals

Performance management is essential to meeting organisational goals effectively and efficiently. Without the competence to manage this process correctly, your workforce won’t reach its full potential and, worse, you may even end up with bigger issues such as grievances and even Employment Tribunal claims – if, for example, you use redundancy as a way to ‘manage out’ unwanted staff. These situations can also weigh heavily on managers, inviting difficult conversations and potential conflict.

As well as step-by-step guidance through the process, we’ll help you to gather and review evidence to prevent any suggestion that you haven’t provided clear objectives and the right support. Reduced risk, better organisational results.

How to manage employee performance

Managing employee performance effectively requires a fair, structured, and proactive approach. Start by setting clear expectations and checking in regularly to spot any issues early – prevention is always better than cure. When concerns do arise, avoid making assumptions. Instead, explore the root cause through open, two-way conversations. Providing constructive feedback and setting SMART goals can help keep people focused and motivated. Remember, how you manage – including your style and tone – can have a big impact on outcomes.


Getting this right can be time-consuming and complex, especially when situations become sensitive or escalate. Many employers understandably lack confidence in dealing with performance issues. That’s where professional support can make a real difference. By working with HR or employment law experts, you’ll gain reassurance that your approach is fair, legally sound, and handled in the right way – helping you achieve better results and reduce the risk of costly mistakes.

Why is performance management important for employers?

Managing performance is important because it helps keep standards high, boosts productivity, and helps employees thrive in their roles. It also helps employees understand what is expected of them and provides structure for regular feedback and supports development. Done well, it also helps to prevent issues from escalating, reduces absence and turnover, and strengthens working relationships across the business.

From a legal perspective, employers have a duty to act fairly and consistently, and failure to manage performance properly can lead to disputes or even Employment Tribunal claims. Following the Acas Code of Practice on Disciplinary and Grievance Procedures, helps demonstrate that you’ve acted reasonably. In short, performance management isn’t just about improvement; it’s about protection too.

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Common performance management queries and questions about our service, answered by our Employment Law and HR specialists.

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