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Performance Management

There are two parts to performance management.

Having the confidence and skills to give the feedback
Following the legal requirements around performance management

Performance management is not a performance review. A performance review should not have any surprises around under performance. Under performance needs to be managed in a timely fashion through a performance management process.

Secondly clearly both parties took away a different understanding as to what was discuss at the last review.

So today I am going to talk about the correct process around performance management ie legal requirements.

In our next session we will talk about the actual doing of having a hard conversation

Why do we performance manage
Informal and formal feedback
File notes
How many warnings
Preparation. – do you have a policy in place around warnings and around the area of concern if so make sure you are familiar with these before the warning process
What is it that you are wanting to achieve through this performance management process?
Giving people notice - the letter, how formal do you want it to be. The timing of giving the letter
The role of the support person
Where and when meeting is held
In the meeting. – allow person to have their say, listen, ask question Do not pre judge, listen without bias
Do not have warning written up already
If you do not have an agreement of what happened then you may need to do further investigation
What is going to happen next. – ie retraining, policy reissued
What will happen if they continue to behave or perform in the way
The warning should be written up after the event. We recommend that you include and overview of comments that they have provided
Document document document

Questions:

Can you terminate on the spot?
Do you have to give 3 warnings
The appropriate action although needs to be consistent cannot be cookie cutter need to look at all factors , particularly if you are looking at terminating. Age of the person, how long they have been employed with you,
Have they had other warnings on the matter
Can you ever just terminate someone on the spot?
How much notice do you need to give someone for a meeting and what if they want to extend?
Are standdowns paid and should we use them?
What if they go on sick or stress leave work cover?
Should you do a performance management meeting by yourself
What are the risks involved in performance management (ie could they go to Fair Work)
What do I do if I have concerns around their mental health after the meeting ir they were very upset or at risk of self harm
Put yourself in employees shoes if the matter was about your performance was the process professional

Other questions