أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Do you terminate the employment or still give him chance and just extend the duration of his probationary status?
(Don't forget to vote-up my post if you like them, thanks)
I would ask the employee if he / she is finding any difficluties in areas that have indicated his / her low performance. I would then provide feedback and address a solution for the same either with training sessions on his Key Accountabilities and then follow up on his performance.
I personally talked to the involved employee and lay down first the expectations and objectives specific for his/her position. Make sure that he/she understand and answer all his/her inquiries. Afterwards, I will discuss the problem regarding his/her performance and provide mentoring if needed. The person needs to understand what is expected on his/her part so that person will be aware and will avoid same instances in the future. An initial warning will given unto him/her.
a prompt feedback by HR person and random evaluation by superviosr would be support in identifying and overcoming the gaps and difficulties. capacity building session would be the second step; if required.
