What is the difference between conduct and performance

What are performance expectations? What should be done if an employee is not meeting performance expectations? It is usually a good idea to have the employee state back to you what the problem is and what you expect so there is no confusion. Document these meetings in writing and give the employee a copy. How does the supervisor know what to do next, and when to do it? Total views 2, On Slideshare 0.

From embeds 0. Number of embeds 2. Downloads Shares 0. Comments 0. Likes 1. You just clipped your first slide! Clipping is a handy way to collect important slides you want to go back to later. Now customize the name of a clipboard to store your clips. Visibility Others can see my Clipboard. Cancel Save. Exclusive 60 day trial to the world's largest digital library. While certain behaviour might appear to exhibit signs of misconduct, these clues are not always clear and it is up to the employer to find out the true cause of the problem.

Failure to distinguish between misconduct and poor performance can lead to taking the wrong approach. Poor performance or underperformance is when an employee is not meeting the standards and expectations of their role in the company.

Many cases of poor performance are unintentional. Misconduct is behaviour in the workplace which is unacceptable and breaks the rules, policies and procedures of a company. It can be hard to tell the difference between misconduct and poor performance at first.

However, the differences are actually quite simple. An employee who is good at their job can still take part in misconduct. For example, swearing at a customer or bullying another employee. In regards to misconduct, refer to the list of unacceptable behaviour in the employee handbook to decide if their actions fall under misconduct. Each company handbook should have its own list of unacceptable behaviour in regards to the company and the industry it is involved in. It should also clearly outline the standard disciplinary process for managing misconduct.

Misconduct can be at two levels, being misconduct and serious misconduct, and should be managed accordingly. Most cases of misconduct lead to a verbal or written warning issued by the employer. These warnings clearly outline:. In the case of repeated misconduct, the employer must conduct a fair investigation and disciplinary process for each count of misconduct — whether the behaviour is the same or completely different.

Serious misconduct is any behaviour which destroys or undermines the relationship of trust and confidence between the employer and employee. Describe ways the supervisor can create a healthy productive work environment which motivates employees. Analyze possible obstacles the supervisor may be creating which contribute to a performance or conduct issue; including strategies to overcome each obstacle.

Describe best practices in coaching and counseling employees including what to do before, during and after the session.

Understand the importance of working with Human Resources throughout the entire process in resolving a performance or conduct issue.