The monthly progress meetings should be a two-way process and provide both you and the employee with the opportunity to discuss progress on a one-to-one and confidential basis.
Where any concerns have arisen about the employee’s performance, discuss these fully and openly with the employee and agree an action plan to remedy the problem. Always adopt a supportive attitude.
Where necessary, you should clearly explain the consequences of underperforming to the employee. Help the employee to understand that not achieving the required standards could ultimately lead to their employment being terminated.
