1. |
Establish Clear Performance Standards: Develop and communicate objective performance metrics aligned with job responsibilities. |
2. |
Document Performance Issues: Maintain thorough records of performance evaluations, feedback sessions, and any corrective measures taken. |
3. |
Provide Support and Opportunities for Improvement: Offer training, coaching, or reassignment where appropriate to help employees address performance gaps. |
4. |
Ensure Procedural Fairness: Follow legal procedures meticulously, including providing adequate notice and the opportunity for the employee to respond. |
5. |
Engage in Sincere Consultation: If dismissals are due to managerial reasons, engage in genuine discussions with employee representatives. |
6. |
Seek Legal Advice: Consult with legal professionals experienced in Korean labor law to ensure compliance and mitigate risks. |
7. |
Cultural Sensitivity Training: Educate management teams on Korean cultural norms and workplace expectations to navigate performance issues respectfully. |
8. |
Maintain Open Dialogue: Implement regular feedback sessions to communicate performance expectations and address concerns promptly. |
9. |
Consider Alternative Dispute Resolution: Explore mediation or settlement to resolve conflicts and minimize litigation risks.
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