5 tips for good performance management

Successful performance management involves open and supportive discussions and ongoing feedback. Some helpful tips include:

  1. Encouraging staff to talk to you or a manager if they have any issues.
  2. Listing the behaviours and outcomes you expect from staff in their position description.
  3. Having regular performance reviews with staff from the beginning to outline your expectations.
  4. Writing a clear performance management policy, explaining how underperformance will be managed and listing possible consequences.
  5. Addressing issues as soon as possible – the longer they continue, the more difficult they are to resolve.

Not every underperformance issue needs a structured process, so look for options when trying to help a staff member improve their performance, such as regular informal feedback.

Successful businesses need employees that perform to a high standard. Performance management is one way to help you get the best from your staff.

What is performance management?

Performance management is a process where managers and employees work together to plan, monitor and review an employee’s performance and contribution to the business or organisation.

It covers areas such as:

  • learning and development
  • measuring performance (for example, objectives and goals)
  • career development.

Why conduct performance management?

Good performance management of your staff can help them to:

  • understand what is expected of them
  • identify areas they are performing well in
  • identify areas they can improve in and their training needs
  • see their own progress
  • understand what goals they are working towards.

Regular training, review and feedback will also support your staff in improving their performance.

Without a good performance management process, staff may lose motivation to grow and improve their performance.

Find out more:

Visit the Fair Work Ombudsman website for:

SOURCE