Managing your staff's performance is a way of linking their job plans and performance to the goals of your business. Performance management is an ongoing process where staff and supervisors have opportunities to:
- talk about the goals of the job and the business, and how they relate
- talk about the staff member's performance
- set goals in key areas
- identify ways of performing more effectively
- develop a plan for the staff member's ongoing development.
Performance management is generally used to:
- maximise the performance of staff, a team or business
- recognise and reward good performance
- manage underperforming staff or teams.
Employers have a right to monitor and manage the performance of their staff in a fair and reasonable way.
However, if you focus on a personal situation rather than performance, this may be discrimination. For example, focusing on a staff member's health or marital status rather than a performance problem, may be discriminatory.
What can an employer do?
- Raise issues relating to poor or unsatisfactory performance.
- Talk to staff about time off that may be affecting their work.
- Monitor staff work output and productivity.
- Include positive feedback.
- Set reasonable deadlines.
- Take disciplinary action in cases of misconduct.
What shouldn't an employer do?
- Focus on personal situations such as health, marital status or caring responsibilities when managing performance.
- Set requirements that may discriminate.
- Use irrelevant personal characteristics as a reason to discipline staff.
Last updated on 3 May, 2010 - 14:49.