{"id":171824,"date":"2022-07-11T01:15:32","date_gmt":"2022-07-11T00:15:32","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=171824"},"modified":"2025-04-15T07:12:47","modified_gmt":"2025-04-15T06:12:47","slug":"conduct-and-capability","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/conduct-and-capability\/","title":{"rendered":"The Difference Between Conduct and Capability for Performance"},"content":{"rendered":"\n

As an employer, you may face instances of poor performance among your employees<\/a>. Poor performance, also known as under performance, is when your employees are not conducting themselves as you expect them to during their role or meeting the standards you require of them. However, your employee’s under performance could be related to their conduct or their capability to perform required tasks. It is vital that you understand the difference between conduct and capability so you can correctly identify which might be the issue and deal with it according to the correct procedure. This article will explain the differences between conduct and capability.<\/p>\n\n\n\n

What is Conduct in Terms of Performance?<\/h2>\n\n\n\n

Conduct issues concern your employee’s performance at work regarding their behaviour. For example, your employee may show little care for your workplace rules leading to misconduct that breaches their employment contract. <\/p>\n\n\n\n

Notably, your employee has control over conduct issues. For example, employees exhibit conduct issues when they are:<\/p>\n\n\n\n