Why to Keep Employees Performing Bad - Essay Example

Poor performance shown by employees is a problem that the employers feel most concerned about because this is directly related to the reputation of an organization and minimizes the organization’s productivity. But despite the threats imposed by poor performance on the part of the employees, should it resolutely lead to termination of the employees straight away? This question should be answered before taking any practical measures against an employee, since this is true, a poignant issue. Also, the strict laws stipulating the employment rights that are required to be followed make termination a risky and unwise act for employers. Today, laws for employment have been clearly defined and are considered strict in most the developed countries. Before deciding to terminate an employee, employers are required to fulfill unfavorable conditions and legal formalities.

As per the requirements of a well-established judicial system, it is imperative that the employers validate the usefulness of termination and provide the court with proof that the employer’s decision of termination was not biased in any way. 

Employees’ dismissal rights  In advanced countries, if the employee has been dismissed without a valid reason and prior formal notification or without being issued a warning, then the employee holds a right to raise a claim against the unfair dismissal. Termination of a poor performer without notice is an employer’s risk. Once such a claim is taken to a tribunal, it could be quite problematic for the employer. Whether an employer wins his claim or otherwise, the costs of defending his point might incur the employer huge costs. On the contrary, if the employee wins his claim, then the employer is more often than not, bound to re-employ the dismissed employee, and that too with due compensation towards the employee. At times, there are orders for reinstatement or re-engagement included in the rights for the employee stated in the prevalent laws, which may require the employer to compensate the employee for the loss of earnings between the dismissal date and the date when the order is complied with.