PERFORMANCE MANAGEMENT BELINDA WEBBER, GROUP HR MANAGER LISA CHRISTY, HR BUSINESS PARTNER

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?