Effective Performance Management Strategies
Performance management is crucial in fostering employee growth and achieving business objectives. It involves identifying performance issues, providing feedback, coaching, and implementing improvement plans. Recognizing high performers, supporting low performers, and proactively managing poor performance are key components. By focusing on development, communication, and accountability, organizations can enhance productivity and employee satisfaction.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
You are allowed to download the files provided on this website for personal or commercial use, subject to the condition that they are used lawfully. All files are the property of their respective owners.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author.
E N D
Presentation Transcript
PERFORMANCE MANAGEMENT BELINDA WEBBER, GROUP HR MANAGER LISA CHRISTY, HR BUSINESS PARTNER
Many leaders still see performance management as a conversation to be had once or twice a year
PERFORMANCE MANAGEMENT THE BUSINESS CASE
Where do you focus your time?
HIGH PERFORMERS Recognition Development Plan Empowerment Be a Mentor Shadowing Show the Love Be Mentored Career Conversation
LOW PERFORMERS Impact to your business: Steps to take: Don t Delay Plan in Place Sustained Improved Performance Be Clear Maintain Focus
PROACTIVELY MANAGING POOR PERFORMANCE 3 Stages of Performance Management Performance Improvement Plan Identify the problem Coach Intention is performance improvement Procedural Fairness Documentation Confidentiality is essential
IDENTIFYING THE PROBLEM What role did you play in the performance issue? Did they know what was expected of them and the bar for performance? Are they new and still learning the necessary skills? Is it something not work-related? Is this the right job/role? What are possible options for managing the performance? Do they have the skills to perform the job?
COACHING Are they aware that there is a problem? Are your expectations clear? Are the tools that are needed accessible? Has training been offered? Provide honest feedback on performance Document the discussion and goals set Monitor and review employee s performance
PERFORMANCE IMPROVEMENT PLAN Agreed Action to be taken Person Responsible for Action Completion Date Issue Outcome Employee: Date: Next Review: Manager:
What will you do to drive a high performing team? How will you motivate and challenge your high performers? What is your plan to share feedback and manage improvements of poor performers?
