Individuals need to understand how their performance is falling short.

Adopt this approach to ensure problems are dealt with consistently and fairly:

• Respond to the signs of underperformance at an early stage - if you sense something is wrong, it almost certainly is and action should be taken
• Understand why individuals can lose motivation and how to encourage improvements
• Take early informal action - honest conversations and meetings - to communicate performance expectations and address underlying issues quickly and confidently
• Provide necessary support to help individuals improve their performance
• Move to formal processes where appropriate

Always consider any additional support that maybe needed, for example staff experiencing personal difficulties or any adjustments to support staff who have disabilities.

Get help from HR

Managers are advised to consult their HR Adviser for advice and support with performance management cases. This supports you and helps ensure that your approach is consistent, reasonable and proportionate, and complies with good practice, University procedures and legislation.

Dealing with long-standing or neglected performance problems can be particularly difficult. These pages contain general advice and guidance. Where necessary, managers should seek further guidance from their HR Adviser.