When an employee's productivity is below standard then job performance is considered incompetent or ineffective. Most cases of poor job performance are caused by a small proportion of the work force. Inefficient performers utilize significant managerial time and maneuver the overall business performance backwards.

The sources of incompetent performance can originate in the job, the person, the manager, or the company. More often than not ineffective performance is rooted by a mixture of a number of factors. Frequently there is some concern that is causing the disapproving performance he or she is exhibiting. Time and again employees will be very hesitant to discuss these matter, whether they are personal or professional in nature. A comfortable and casual setting may take the pressure off and may open up to tell you what's really bothering them.

Frequently the primary causes of employees' incompetence are quite simple. They may have the feeling that they are not appreciated enough or they may feel they have not been praised enough for work well done. Feeling they are worthy for more attention. Alternatively, sometimes an ineffective employee's performance is the outcome of personal problems. You might want to show that you recognize the problem in cases like this. If the need arises, recommend the employee some time off or temporarily adjust their work hours so that he or she can concentrate on resolving the personal problem. Nevertheless, if the problem still persists and continues to put a negative effect on the workplace, then you need to inform the employee that some sort of ruling is crucial. Have a proper, closed-door appointment with the employee and refer to them examples of his or her ineffective performances in a straightforward manner.

Corrective actions for incompetent employees are separated into managerial actions and methods as well as organizational programs. Managerial actions involve close supervision and corrective punishment. Organizational programs contain outplacement, career counseling and job redesigning. Managers may redesign the job or transfer the employee in a different area that suits him/her better.

But even with all effort at building relationship or providing help and an employee still remains ineffective, then you need to do a careful evaluation. Be honest - Do you basically dislike the employee involved? Are the problems you are experiencing regarding that specific employee maybe minor in character? Just drop the matter if the answers to these questions are true. But if he or she is truly showing evidences of being incompetent, seriously affecting the company's performance, then you need to do extra action. Take into account issuing a written warning containing the details on the specific problems as evidently as possible.

However, during cases wherein the employee's ineffectiveness still persists even after issuing such a warning, then you may think that the only answer is termination. But before dismissing the employee, you should consult with a lawyer or a company attorney for that matter. You need to recognize whether or not you have an intense case to endure a potential lawsuit for unlawful firing.