Performance Management

Improving employee productivity, engagement, attendance and behaviour is an  important priority for any business.  Common tools that employers use include, regular feedback, incentives, regular performance reviews, performance improvement plans, and/or warnings (verbal or written).  While these methods can involve constructive criticism of an employee’s performance, they are likewise important tools for recognizing employee achievements, as well as identifying and grooming employees for advancement.

Employers should have clear policies that detail the timing, procedures, goals, and frequency of performance reviews. Performance management tools should outline concrete and reasonable expectations, how those expectations are measured, and give the employee an understanding of their path to success. Conversely, if an employee fails to meet key benchmarks, the employer may be justified in taking appropriate corrective measures, including termination of the employment relationship. The appropriate course of action may depend upon many factors including the frequency and severity of the performance issues, the employee’s length of service, whether the employee has been given adequate resources and training and sufficient time to meet expectations.  

What do I do if a current employee is underperforming?

JPAK’s team of experienced lawyers have advised many employers on creating and implementing performance policies, assisting employers with staff who have persistent performance issues, and advising on how to end an employment relationship if necessary. Whether you need to preparepolicy guidelines or require advice on how to proceed in the context of a particular employee, our Firm can advise you on the course of action that best suits your business. Contact JPAK Employment Lawyers today at 416.583.1920 or info@jpakemploymentlaw.com .