Managing employees is all about relationships and poor, inadequate or under-performance is usually a symptom rather than a diagnosis. Meaning it is the starting point, not the end point for most managers who don’t want to find themselves embroiled in costly legal conflict with their employee. The relationship established with an employee, the communication engaged in and importantly the presence of trust is often important to a managers/ supervisors likely success in performance management.
As the employer it is up to you to set out:
Despite a practice’s and their employees efforts to remediate performance issues sometimes an employee is simply not able to meet the standard expected. In this instance you may wish to consider terminating their employment on the basis that they have not passed their probation period.
FairWork have a range of resources available to assist you in such circumstances:
In many instances a registrar will be with their training practice for less than 6 months if you are looking to terminate on the basis that performance management of the registrar has been unsuccessful and you have determined that they are not a good fit for your business. You should be careful to read and understand the time requirements to terminate based on failed probation period before making any decisions and use the FairWork templates and information in determining and navigating the most appropriate legal pathway for your business.