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by jimnotgym
2111 days ago
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HR people in the UK use 'performance management' as a euphemism for a kind of legal constructive dismissal. 1) Their attitude stinks but nothing specific that can be picked up in a disciplinary on its own 2) They have been in the job for a few years, and their old manager never recorded the behaviour problems 3) Their role is not redundant So to get them out you meet regularly, set short term goals, and be really picky about not meeting them. The whole thing is designed to make the staff miserable so they leave or get sacked for missing the goals, whilst building up a substantial volume of paperwork supporting a legal defence at tribunal. Or less cynically it allows the staff to understand what is expected of them, so they perform better. This never works IMHO |
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However, it is occasionally successful and those (admittedly rare) occasions have been some of the most rewarding experiences of my career.
I also don’t think that what you have described is necessarily a bad thing. As long as the manager goes into it in good faith and genuinely tries to understand what the problems are and to help solve those problems then the process works well for everyone - either they improve and become a happy and productive employee or they leave (voluntarily or not) and can seek a position more suited to their skills or personality.
Most of the times I have been through this the person involved was perfectly capable of doing the job but they just didn’t want to for various reasons and putting them on an improvement plan helped them see this and they move on themselves before they were forced to