Performance Management is not a dirty word
I have staff issues but I know I’m not addressing them. I don’t want to be seen as the bad guy. What can I do?
Has your mother ever said….”Wash your mouth out with soap and don’t say that again”. And now you are thinking the same thing every time the word ‘Performance Management’ is used. Let me tell you, it isn’t dirty it just needs to be used correctly.
This is a great question and one that I come across more often than not. Employers seem to be scared or not confident enough to have difficult conversations with their employees, usually because they are emotionally attached to their employees. By not doing this they are leaving important and often serious issues directly relating to the business or the employees performance until the last minute. Generally dealing with these types of problems is put in ‘the too hard basket’.
When issues arise it is important to address this with the staff member immediately. Failure to do so will generally result in a larger issue and thus being harder to discuss and confront. If it is performance related the minute there are concerns an informal discussion can be held and the issue raised. Both parties can communicate their concern and create solutions together. This also allows for the employee to be aware of the issue and talk through appropriate actions that can resolve the concern.
The task of addressing performance related issues with you staff can be daunting and often difficult however left too long can certainly play on your mind and the conversation much more difficult to have.
7 Things to remember when performance managing an employee
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When an issue arises deal with it straight away don’t leave it go thinking it will fix itself. Generally it won’t
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Allow the employee to voice their concerns or provide feedback
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If you are having a formal performance management meeting, then advise the employee they can bring a support person
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Provide the employee with a time frame allowing them to improve and the reassess the issue again
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Create an action plan
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Take notes and place in the employee file for future reference
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After the meeting follow up with any letter or file note
Finally, ensure you follow a process. Nothing will change if you don’t continue to follow up and continue with your action plan.
DISCLAIMER: This article does not constitute legal advice. If you require assistance with creating policies for your workplace, please email admin@wattsnext.com.au
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