Post on 14-Nov-2014
description
transcript
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Domestics
Managing Performance: April 2012
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How do you feel about managing performance?
Managing Performance: April 2012
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We will cover the following:
• Why manage performance?• Why have a process?• Performance Management cycle• Performance Management (Formal/Informal)• Performance Management (Meetings)• In practice – scenarios
Managing Performance: April 2012
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Why manage performance?
• Goals and objectives as a organisation/ department/team/individual.
• Regular conversations about workload, objectives, developmental needs and other people related issues.
• Manage the above through ‘Performance Management’ = structured approach.
Managing Performance: April 2012
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Why have a process?
• Objective• Fairness and consistency• Avoid legal repercussions
Managing Performance: April 2012
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Performance management cycle
Managing Performance: April 2012
1. Agree objectives
2. Communicate expectations
3. Create action plan
4. Monitor and support
5. Provide development opportunities
6. Review performance
7. Recognise & reward success
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Performance Management –informal
Managing Performance: April 2012
What is the process?
Fill in the b _ an _ s
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Conducting meetings – informal (PIP)
Managing Performance: April 2012
•arrange room,
•prep documents e.g. PIP and meeting guidance documents,
•gain HR guidance.
Pre-meeting
•introductions and purpose
•issues and repercussions of no improvement
•format of meeting(s)
•duration of PIP process
Beginning
•issues and solutions with timescales (from them and you).
Middle
•clarify agreements made
•arrange next/all meetings
End
•confirm meetings e.g. calendar invites
•follow through on any actions agreed from you
Post-meeting
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Performance Management – formal
Managing Performance: April 2012
What is the process?
Fill in the b _ an _ s
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Conducting meetings - formal
Managing Performance: April 2012
•guidance tools
•review investigation docs.
•clarify questions
Pre-meeting•introdu
ctions and purpose
•allegations and potential outcome
•format of meeting
Beginning
•ask questions/clarify with evidence
Middle
•adjourn and re-adjourn for decision
•sanction and right to appeal with timescales
End
•letter and notes
Post-meeting
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Scenarios
What would you do?
Managing Performance: April 2012
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We have covered the following:
• Why manage performance?• Why have a process?• Performance Management cycle• Which way? (Formal/Informal)• In practice – scenarios
Managing Performance: April 2012
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Take-away
• New learning today
• Do different after today
Managing Performance: April 2012
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Questions?
Managing Performance: April 2012