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Performance Management

Advice & Considerations for Businesses
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We explore performance management, if you are experiencing an issue in this area, you may find this article gives you some pointers and highlights some further action.

 

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Performance Management

 

Employees are the greatest asset that an organisation possesses. It is therefore critical that everyone is firing on all cylinders and doing everything possible to help the business to be successful. It sounds simple, why wouldn’t everyone want to do their best?

Employees do generally want to do their best. However, communications between line managers and the staff they oversee break down for a variety of reasons, and this situation is likely to lower productivity, damage morale and increase the likelihood of people leaving.

What can happened to cause this unfortunate sequence of events? Did the employer discuss targets with the employee and reach agreement about what those targets were?

If targets were not discussed with the individual concerned, it is hardly surprising that the employee may believe that a good job was done but their manager may not agree, believing that work should have been done differently. If an organisation decided to simply issue instructions, and not consult the employee, this is likely to cause resentment and frustration from the person with the large to do list. What then is the solution to preventing such problems?

As with many activities, performance management appears straightforward but is challenging to master.  For a start, employees need to know what is expected of them and they should accept those targets. Nobody should be in any doubt about how things are going. Performance should not be a once a year task with frenetic activity from the employee in the weeks before the annual appraisal, in order to demonstrate that he or she has met the grade.

Performance management should be an ongoing dialogue, meetings should be written up with targets and applicable timeframes. We have expertise in all aspects of performance management, such as developing a culture of continual improvement. This means not simply implementing a system of review which measures output, but one which establishes how things should be done by incorporating the desired values into performance management. We can also recommend and draft policies that would reinforce these expectations.

There will be occasions when, even with effective performance management, an employee may still be failing to achieve the required standard. The question then is why? Is the poor performance is due to a lack of skills or training, or is it a deliberate decision on the employees behalf? Each reason leads to further action such and handled either through a capability or disciplinary procedure.

We have expertise in drafting disciplinary procedures, capability procedures, and in delivering training on these topics. If you would like to discuss your performance management requirements, please contact us, we are flexible in the way that we offer support. We can assist either on an ad-hoc basis or you can sign up to one of our packages.

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