7 SMARTER Steps to Managing Problem Employees

Do you have a problem employee?

Before taking any action, it is vital you identify the problem and any underlying causes. Is the issue related to conduct, performance or attendance?

If it’s conduct, depending on the seriousness of the actions, you could have grounds to dismiss. This would normally include serious issues such as theft, assault or consuming alcohol or drugs at work.

If it’s performance, then you need to address what is causing the poor performance. A meeting should be held to establish the causes – normally this is sufficient to improve performance, providing the manager holding the meeting gives effective feedback. All details should be documented, and the employee should be fully aware what is expected of them and why.

SMARTER objectives are key to this –

Specific
Measurable
Achievable / Agreed
Realistic
Timed
Engaging
Reviewable

Specific

It is important that the objective has full details of what is to be achieved. ‘Complete the filing more quickly’ is not specific and allows for a subjective judgement to be made about whether the outcome has been achieved. In contrast, ‘complete the filing within 3 hours’ is specific.

Measurable

There has to be some sort of measurement whether linked with time, quality, quantity or monitoring.

Achievable / Agreed

An objective is achievable if, with a reasonable amount of effort and application, it can be achieved. Deciding what constitutes a realistic amount of effort and application calls for a subjective judgement to be made, which is one reason why objectives should be mutually agreed, and not ‘set’.  Ensure the objective is 100% relevant to you and to the business and is in line with the persons remit.

Realistic

The outcome you're seeking must be something the individual can actually impact upon. The key questions here are; Does the individual have the necessary knowledge, skill and authority to complete this objective?

Timed

Is there a time frame within which the objective should be undertaken? Completion times or monitoring times need to be added to ensure the individual and you know how things are going.  If there is no time frame, the objective is not SMARTER.

Engaging

The objectives have to be stretching/challenging and interesting to ensure full commitment from the individual.

Reviewable

Reviewing objectives is important to ensure everything is on track and going in the right direction.

For less serious matters, the issue should be addressed informally. This gives a structured approach the discussing the matter with the employee and following it up with specific recommendations.

More serious matters are best dealt with using a formal disciplinary procedure.

If you require further HR and Employment Law Advice, explanation or support in this or any other HR related area, please call us today on 0800 612 4772 or get Your Free Quote today.