Handling Poor Performance – HR Best Practices & Legal Compliance (Free Online)
Poor performance is one of those problems most organizations are quietly bleeding from, but few are willing to confront properly.
Managers complain in corridors but avoid difficult conversations.
HR writes warning letters but skips proper documentation.
High performers tend to burn out, while underperformers remain in their comfort zone.
And the leadership is often stuck between “let’s give them another chance” and “can we even terminate legally?”
So the cycle continues.
In many Kenyan workplaces, poor performance isn’t just an employee issue but a management failure wrapped in silence, fear, and guesswork.
Some organizations tolerate it because they don’t want conflict.
Others act impulsively and end up facing legal battles they could have avoided.
And many simply don’t know where to start because they don’t know what is fair, what is legal, or what actually works.
This result to:
- Toxic work cultures where effort is optional
- Declining productivity masked by “busyness”
- Frustrated managers who feel powerless
- HR teams caught between compliance and pressure from leadership
- Costly mistakes in handling exits and disciplinary processes
This is exactly why we’re having this conversation.
Join us for a FREE ONLINE EVENT: Handling Poor Performance – HR Best Practices & Legal Compliance for Managers
🗓 25th March 2026
⏰ 11:00 AM – 1:00 PM
Facilitated by Perminus Wainaina
This is a practical, honest, and legally grounded conversation on how poor performance is actually mishandled in our workplaces and what needs to change.
Inside this session, we will tackle:
- Why most performance issues are misdiagnosed from the start
- The mistakes managers make that weaken their authority
- How HR unintentionally exposes organizations to legal risk
- When to support, when to warn, and when to let go—legally and confidently
If you’re a manager, you’ve probably felt it the hesitation before addressing an underperformer.
That frustration when nothing changes despite multiple warnings.
If you’re in HR, you’ve handled a cases brought to you too late. Where the processes were rushed and decisions made emotionally, not procedurally.
And if you’re in leadership, you’ve paid for it in lost productivity, poor team morale, and avoidable legal exposure.
It’s time to stop managing performance through assumptions, fear, or outdated habits.