A fair and practical approach under South African labour law

As the festive season approaches, many workplaces start to feel a little different.

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Offices become quieter, leave calendars fill up, and energy levels begin to dip after a long and demanding year.
For managers, this can raise concerns about productivity and performance.

What is important to remember is that a slowdown does not always mean poor performance.
In many cases, employees are still meeting expectations, just under more pressure and with fewer resources.
This is why performance concerns during this time of year need to be handled thoughtfully,
fairly and in line with South African labour law.

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What do we really mean by underperformance?

Underperformance simply means that an employee is not meeting the expected standard of their role.
For many managers, addressing this can feel uncomfortable and is often one of the more challenging aspects of leadership.
However, ignoring performance issues can place strain on the rest of the team and impact overall results.

In South African labour law, poor work performance is viewed as a form of incapacity rather than misconduct.
This distinction matters, especially at year-end, when personal circumstances, fatigue or operational pressures may temporarily affect output.

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Why December needs a softer approach

December brings a unique set of challenges that can influence performance, including:

  • Reduced staffing due to annual leave

  • Increased pressure to meet deadlines before shutdowns

  • Physical and emotional exhaustion after a tough year

  • Disruptions caused by school holidays and family responsibilities

These factors do not excuse poor performance, but they do highlight the importance of asking the right question.
Is this a short-term, seasonal dip, or an ongoing issue that needs intervention?

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What employers should have in place

Before taking any formal steps, employers should ensure that:

  • Performance expectations are clear, measurable and documented

  • Employees understand what is expected of them

  • Adequate training, guidance and support have been provided

  • Employees have been given a fair opportunity to improve

Having these basics in place not only supports compliance, but also encourages open and constructive conversations.

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When formal action may be necessary

If performance concerns are serious, persistent and clearly unrelated to festive season pressures, a formal performance management process may be appropriate.

Rather than addressing these issues when everyone is running on empty, the festive season can be a valuable time to reflect and plan.
January often provides a better opportunity to implement structured performance improvement plans with clarity and fairness.

With this in mind, WHM HR and Leadership Academy will be hosting a
Managing Poor Work Performance Workshop in January 2026.

For more information or to register, please contact info@whmhracademy.co.za.

– V.Malouw