I manage a pregnant lady who is just not performing well in her job...?

Question

I was told in confidence she was pregnant and she's been having a tough time, but even before her pregnancy I would define her as not very productive or proactive. Things have gotten a LOT worse and she is also coming in late. I am accountable for her actions so am in a difficult position - if I try and bring up performance with her - she goes all hypersensitive on me and I am worried she will go off long term sick and blame me! Help I need advice on how to approach this.

Answer 1

First, you need to develop, with her input and agreement, a set of measurable performance targets, such as cannot be late for X times a week, etc.  

Then, track her performance against these agreed targets over the next weeks/months, and document any sub-performance in a timely manner.

If her performance, relative to these targets, continues to be sub-par, then you can probably dismiss her without too much blow-back, although she will no doubt "bad mouth" you nevertheless.

The joy of management!

Answer 2

I'm afraid you might have to adopt an entirely new method of management!

You don't say how long she has been employed at this company.  Has she ever been given any written notice regarding her job performance?  

Here's the problem.  If your company does not give written evaluations, she is considered to be performing satisfactorily because it comes down to "he says, she says."  Or in other words, you have documented nothing.

If however, your company gives periodic evaluations and it has been noted in writing that she is having problems doing her job in a satisfactory manner, then you can, without fear of reprisals, call her in for a discussion about her performance.

The key is to have written documentation signed by both a company supervisor and the employee.  

So I would suggest that if you don't have methods of evaluating and documenting employee work performance and habits, that you speak immediately to your supervisor and explain the problem and get an evaluation system up and running immediately.  It's your best insurance against employee lawsuits and labor complaints.  But this policy has to be company wide.  You can't just start to document the actions of one employee while turning a blind eye toward others.  That could be discrimination.

If I were you, I wouldn't make any move until you can document your next discussion with her.  At the discussion she needs to have goals and quota's regarding her output so that you have a method of evaluation.  If, after three consecutive evaluations, she shows no improvement, you can take appropriate action.

I would NOT let her know that you are aware of a pregnancy.  

You said it best when you said you are in a "difficult position."  But it may not be her that has placed you there.  It may be your company that has put you there by not documenting employee progress.

Good luck!

Answer 3

I think you need to be firm but fair.  Be understanding about her physical condition.  And make sure she understands that it's her performance you need to address, and not her as a person.

If she's in the early stages of pregnancy (earlier than 12 weeks gestation) she probably won't have told many people, because most women are advised that it can take twelve weeks to be sure that the pregnancy will continue.  Unfortunately, those weeks are also the worst for exhaustion and morning sickness.

Maybe you could say that you understand that she's probably exhausted and feeling unwell a lot, but that you also need to take account of the team's performance targets for your boss.  And then maybe ask her if she can help you to come up with ways to make things a little easier for her at work.  

For example, if she's late because she's sick, would it make sense for her to start work a little later and then finish a little later?  And would it help if she had a couple of extra ten-minute breaks during the day?  (If the breaks improve her productivity it's worth the time off, although others might complain.)