Career clinic

If you have no experience of a grievance hearing, your union
representative or HR manager can explain the procedure. In
preparing to respond to the accusations you need some clearly
stated examples of her underperformance. Uncomfortable though it
may be, you will need to review all your verbal and written
communications with the employee. Consider your style of
communication: it should be constructive and not confrontational.
Have you unwittingly revealed your dissatisfaction with her
inappropriately? If so, she may have reason to feel aggrieved. You
may feel vulnerable in this situation and should seek support from
your union representative, staff support counsellor or an
uninvolved colleague.

Even if you are vindicated at the hearing the problem of
underperforming has to be dealt with. Use your organisation’s
performance management procedure. Everything should be recorded and
your own line manager involved in seeking a solution. This is about
using a collaborative approach to encourage the employee to
understand what is wrong, what needs to change and why. Agree to
achieve goals over time, bearing in mind that if poor performance
has been tolerated previously the employee may be resistant to
tighter management control. Listen to what the employee says are
problems for her as there may also be organisational issues
affecting her work.