Conduct at work is a different issue to that of capability. Capability is when an employee is unable to reach expected standards of performance due to, for example, a lack of skill, ability, health, or training.
Conduct relates to a person’s behaviour at work not reaching the required standard and the key difference is the level of control an employee has over the circumstance. When it relates to capability, the employee may be trying hard, but cannot reach the expected standard. However, with regard to conduct issues, the employee could perform better, but for whatever reason is choosing not to do so.
If an employee can’t do a job right, they will need coaching, guiding or training; in other words, you need to explain and show the employee what is needed to do the job effectively.
Can’t verses won’t – Understanding this will help identify the underlying causes and reasons for someone’s underperformance.
Effective communication will resolve many issues. Think to yourself, “Would I or anyone else in the team have been able to complete this task properly on the information I’ve provided?” If the answer is yes, then you could have a performance issue with the employee.
If the employee doesn’t want to do the job they’ve been assigned to, or simply doesn’t like the direction of the organisation, this is different. This falls within the area of ‘won’t do’. Managing this is different to managing those that ‘can’t do’. When an employee won’t do the job, the most effective course of action is to use your own company performance management and disciplinary procedure, which should be in place to help correct behaviours and align employees with the direction of the company.
Effective induction and review of new employees within their probationary period are good ways to help establish whether underperformance is a ‘can’t do’ or ‘won’t do’. Many companies underestimate the benefits of good induction and probationary review, but they are vital to ensuring a high performing culture.
Your organisation would need to have in place a policy document explaining; how it complies with the principles of GDPR in relation to personal data and its policies on retention and erasure of the data.
If you’d like further information or to book book an HR consultation please contact Karen Scott on 07762 629 448 or get in touch by clicking here.
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