Move from informal chats to a proper process. Put in writing what good looks like and exactly where they're falling short. Give them a real, supported chance to improve, with clear goals, a fair timescale and actual help, and keep a short note of each conversation.
If the work still doesn't improve after a fair process, you may be able to move towards a capability dismissal, but only once you can show the standards were clear, the chance to improve was real, and the process was fair.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
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How to handle this, in a couple of minutes
Samantha talks through the practical steps.
General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.
