Improve performance fairly
Turn performance concerns into a clear plan for improvement.
Dekela helps employers distinguish capability from conduct, set reasonable expectations and follow a supportive, evidence-based process.
Clear, commercially practical HR advice
Clear performance standards Practical improvement plans Manager coaching Fair, documented reviews
Practical employer support
Capability is about whether someone can do the job—not whether they will.
Performance concerns require a different approach from deliberate misconduct. Employers should identify the gap, understand its cause and give appropriate support and a reasonable opportunity to improve.
Health, disability, training, resources and clarity of expectations can all affect capability. We help managers address these factors before moving into formal warnings or considering dismissal as a last resort.
We help employers manage:
- Persistent underperformance
- Performance improvement plans
- Skills or qualification gaps
- Ill-health capability concerns
- Reasonable adjustments and support
- Formal capability warnings and meetings
A clear route forward
How Dekela supports you.
A proportionate process, tailored to the facts and the needs of your organisation.
- 01
Diagnose the issue
Separate capability, conduct, health and management factors.
- 02
Discuss and support
Explain the concern and identify training, resources or adjustments.
- 03
Set a fair plan
Agree measurable expectations, review dates and support.
- 04
Review evidence
Record progress and respond fairly if targets are missed.
- 05
Decide next steps
Consider further support, alternatives or formal action.
Hands-on help
A performance process built for real managers.
Targets, evidence and review frameworks
Manager coaching for difficult conversations
Occupational health and process coordination
Independent fact-finding
Does the situation need a workplace investigation?
If performance concerns involve disputed events, complaints or suspected misconduct, fact-finding may be needed before deciding whether capability is the correct process.
Explore Workplace InvestigationsIndependentThorough · Fair · Confidential
Common questions
Employee Capability & Performance questions, answered.
For advice about a live situation, speak to our team in confidence.
What is the difference between capability and conduct?
Capability concerns whether someone has the ability, health, skills or qualifications to perform the role. Conduct concerns behaviour or a failure to follow expected standards despite being able to do so.
What should a performance improvement plan include?
A useful plan should set clear measurable expectations, realistic timescales, review dates, the support being provided and the possible next steps if improvement is not achieved.
Can capability eventually lead to dismissal?
It can, but employers should first follow a fair process, provide appropriate support and consider reasonable alternatives. ACAS advises that dismissal for capability should be a last resort.
What if ill health or disability may be involved?
Employers should obtain appropriate information, consider reasonable adjustments and avoid making assumptions. This can be legally complex, so advice on the specific facts is important.
Confidential initial conversation
Get clear advice before you take the next step.
Tell us what is happening and we’ll help you choose a fair, practical and commercially sensible route forward.