Today I want to explain to you the difference between hearings for performance and misconduct.  You must always keep in mind that there is a difference between the two in what processes we follow.  While reading the latest case laws, I came across this interesting case about a woman who was “unfairly fired” for not being able to keep up with the pressure of her job are making the rounds. When reading this keep in mind how much ‘’pressure’’ you have in your work environment and how you are supporting your employees. 

The employee felt that she had no support from management and simply could not cope with what was expected of her, all resulting in a panic attack. The company on the other hand felt that her repeated mistakes on basic things drained her manager’s time and energy that overtime led to irritation and frustration. 

The commissioner criticised the company for not subjecting the employee to more training and instead firing her as she was irritating management. “It comes down to a question of “I can’t” rather than “I won’t” or “I don’t care to”, she said. The company lost the case and has to pay the employee two months’ salary.

We know that the Labour Law is not black and white and can be hard to navigate at times. Performance management is a crucial aspect of any organization, and its significance is no less in small businesses.

Challenges in Small Team Performance Management

1. Limited Resources: Small teams usually have limited resources, which means each member’s performance is vital. If even one person is underperforming, it can significantly impact the team’s overall output.
2. Blurred Roles: In small teams, roles can sometimes overlap, leading to confusion about responsibilities. This can affect accountability and performance evaluation.
3. Close Interactions: With frequent interactions, any issues, tensions, or lack of motivation are easily noticeable. Addressing these issues without disturbing team dynamics can be challenging.
4. Skill Diversity: Small teams often comprise members with diverse skill sets. Ensuring everyone’s skills are effectively utilized and appreciated can be a balancing act.

We cannot guarantee that your path will never cross with the CCMA because we are dealing with humans, but we sure as HR has a good track record and we can assist you to implement effective strategies.   

By understanding the unique dynamics, challenges, and strategies for managing performance effectively, small teams can navigate their journey with cohesion, productivity, and a shared sense of accomplishment. Regular feedback, clear goals, tailored approaches, and open communication lay the foundation for a thriving small team where each member’s potential is realized.