Performance Management 101

16 October 2017

It is patently obvious and, if it isn’t, it is a hard lesson to be learnt, that a clear system for managing underperformance of employees is essential for both the Council and its employees. However, the empirical evidence is that many managers shy away from a performance management process.

A lack of or an ineffective performance management commitment can dramatically reduce the level of performance in the workplace. Employees that perform well can lose motivation where they have to carry the burden of poor performing colleagues – and it is often the case that most employees who are not performing well would like to improve.

Negative attitudes to performance management, or a lack of credibility with the process, can be an indication of an inadequate performance management system. A consistent approach to performance management provides opportunities to address problems and to generate effective solutions. A successful performance management process is one that supports the workplace culture and is accepted and valued by the employees.

So, here is the ‘easy guide’ summary to performance management:

Step 1 – Identify the problem

Correctly and specifically identify the problem driving the underperformance.

Step 2 – Assess and analyse the problem

Determine how serious an issue it is. Determine how long it has existed?  Determine how wide the gap is between expectations and what is being delivered?

Step 3 – Meet with the employee to discuss the problem

The meeting should be private and non-threatening. The employee should know the purpose of the meeting in advance and be allowed, indeed encouraged, to bring a support person. The discussion should focus on what the problem or the impediment to acceptable performance is, why it is a problem, how it impacts the workplace, why there is a concern and the outcomes the employer wishes to achieve from the meeting. It is critical to be open and to listen to the employee’s point of view and to explore reasons, clarify details, and summarise to check the accuracy of the understandings of both parties.

Step 4 – Jointly devise a solution

An employee who has contributed to a solution is more likely to accept and to act on it. Therefore, develop a clear, agreed, plan of action to implement the steps to arrive at the solution. All of which is to be recorded and a further meeting set to review progress. In the interim, it is essential to ensure that any necessary support, resources or training is made available and provided.

Step 5 – Monitor performance

Monitor, provide regular feedback and encouragement and hold further meetings to review and discuss progress.

Only if performance does not improve should further disciplinary action, including further counselling, formal warnings and, ultimately, termination of employment, be considered.

Contact us if you require assistance with the process of performance management.