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

PERFORMANCE MANAGEMENT… THE BUSINESS CASE

HIGH PERFORMERS Show the Love Development Plan Shadowing Be Mentored Recognition Empowerment 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 IssueAgreed Action to be taken Person Responsible for Action Completion Date Outcome Employee:Manager: Date: Next Review: