Managing performance and behaviour remotely

Over the last few months, employers have had to face a new type of working world with many team members working remotely. Businesses have had to put new processes in place to navigate around these changed workplace logistics and there has been a need for managers to step up, engage and motivate their team members in different circumstances and ensure work is actioned as seamlessly as possible. However, this does not always work and there is a very real challenge that some team members will not meet the performance or behaviour expectations of the business. So, how can you manage a situation like this?

Firstly, it is important for all workers to understand what is expected of them in terms of their performance and behaviour. For example, in regards to performance – does your team member have an up to date position description? Is your team member aware of any relevant key performance indicators that are applicable to their role? Does the team member know and feel comfortable to delegate or escalate where appropriate? Are timelines and deadlines clearly communicated? Are they familiar with the appropriate communication channels and communication etiquette?

And on the behaviour side – does your business have a company values and/or behaviours statement? A Code of Conduct? Policies to support appropriate behaviour? Furthermore, have you discussed any other expectations you may have regarding team members working remotely?

Regardless of whether the team member is in the office or working remotely, if they are not meeting their performance or behaviour standards, it is critical for the manager to take timely corrective action. More often than not, coaching and retraining is all that is required to bring about an improvement in the team member’s performance or behaviour. If, however, this type of supportive approach does not result in the required change, the manager may need to go down a formal performance management path which may result in some form of disciplinary action.

Taking team members through a formal performance management process is not easy for most managers and can seem even more daunting if it needs to be done remotely. It can also be very time consuming. However, if a manager does not intervene and initiate corrective action, it may be implied that the business accepts the poor performance and/or behaviour.

Formal performance management does not have to be a difficult process and the concept of ‘three warnings and you’re out’ is a myth. The focus of the Fair Work legislation regarding unsatisfactory performance or unacceptable behaviour relates to the potential end point of dismissal and whether or not it was fair. The number of warnings given to a team member (if there is a need for more than one) will depend on the nature of the unsatisfactory performance or unacceptable behaviour.

In considering unfair dismissal applications, the Fair Work Commission will take into account whether a dismissed team member had been warned about the unsatisfactory performance/conduct before the dismissal and if their treatment was fair and reasonable. The number of warnings that are appropriate before an employer may dismiss a misbehaving or underperforming team member, will depend on the facts and circumstances of each case.

Other news - Update on the Annual Wage Review 2019–20

The Fair Work Commission has announced a 1.75% increase to the National Minimum Wage (NMW) following its 2020 Annual Wage Review.

Pay increases for employees covered under a Modern Award will be applied in three stages - which start from the first full pay period on or after 1 July 2020, 1 November 2020 or 1 February 2021. Fair Work has advised that Pay Guides will be updated and available on their website in the next couple of weeks.

For employees not are not covered under an Award, the new national weekly minimum wage will be $753.80 (or $19.84 per hour).

Needing advice and help?

If you would like assistance with managing performance issues including termination of employment or if you are interested in introducing terms and conditions of employment to support workplace standards, please contact our team of advisors at AB Phillips, Monday to Friday between 9:00 am and 5:00 pm AEST by phone on 1300 208 828 or email advice@abphillips.com.au

Please note that the above information is provided as comment and should not be relied on as a substitute for detailed professional advice from AB Phillips or professional legal or financial advice on any particular matter. Where you would like additional information and support about the content in this document please contact AB Phillips.