Performance Management

Whilst performance management can technically encompass performance reviews/appraisals, one-to-ones and any aspect of managing people in a business, the performance appraisal process is often separate to the performance management part.

For the purposes of explanation, performance management will be looked at as the discipline side of managing staff. In the Difficult Conversations With Employees section, we illustrated how the process should be handled. This section will provide you with information on the documents required for robust performance management.

Performance Management Process

It is essential that a business has a document which can be utilised to investigate either one off or ongoing performance and behavioural-based issues, so that a fair and reasonable process is undertaken. The document should contain space for alleged facts and alleged incidents, comments from the manager as well as the appropriate opportunity and space for the ‘accused’ employee to respond.

It’s important to have a ‘paper trail’ for all performance management issues within a workplace, starting with the performance appraisals and one-to-one discussions if the issue is ongoing. There should not be any surprises for a staff member if the issue is ongoing as any issues should be raised as part of their ongoing one-to-ones and appraisals.

However, if the issue is a one-off breach, then the investigative document can be used as a stand-alone item, as no further information may be forthcoming.

EG: Johnny has been constantly running late and the manager presents him with a document detailing the times he has been late and gives him a warning. However, Johnny has had 3 reviews during this time and the issues have never been raised.

This is not acceptable. The lateness would need to have been raised as part of the one-to-ones/performance appraisals for a consistent approach to be demonstrated.

However, if in a different example, Johnny had sworn at a team member and this had never occurred before but it was totally inappropriate and considered serious, then a warning based on the investigation about the incident may be enough.

HR support for performance management based issues is essential in ensuring that your business is following sound and robust processes in order to be fair and legally compliant. Coaching Combinations can help you with all your performance management requirements.