Post on 02-Jan-2016
transcript
PERFORMANCE MANAGEMENTBELINDA WEBBER, GROUP HR MANAGERLISA 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
Show the Love
Development Plan
Shadowing
Be Mentored
RecognitionEmpowerment
Be a Mentor
Career Conversation
LOW PERFORMERS
• Impact to your business:
• Steps to take:
Don’t Delay
Be Clear
Plan in Place
Maintain Focus
Sustained Improved
Performance
PROACTIVELY MANAGING POOR PERFORMANCE
• 3 Stages of Performance Management
• Intention is performance improvement• Procedural Fairness• Documentation • Confidentiality is essential
Identify the problem Coach
Performance Improvement
Plan
IDENTIFYING THE PROBLEM
Do they have the skills to perform the job?
Did they know what was expected of them and the bar for performance?
Is it something not work-related?
What are possible options for managing the performance?
What role did you play in the performance issue?
Are they new and still learning the necessary skills?
Is this the right job/role?
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
Issue Agreed Action to be taken
Person Responsible for Action
Completion Date
Outcome
Employee: Manager:Date: Next Review:
Case Study
Q&A
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?